Verification of reliability and validity of a Japanese version of the Rathus Assertiveness Schedule

Suzuki, Emiko; Kanoya, Yuka; Katsuki, Tsutomu; Sato, Chifumi

doi:10.1111/j.1365-2834.2007.00691.x

Cited by 24 publications

(27 citation statements)

References 18 publications

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“…There are some questionnaire and intervention studies that measured the degree of assertiveness (RAS) among Japanese nurses, but most of them targeted only novice nurses or nurse managers [5, 44, 46–48]. These studies indicated that average RAS scores among nurse managers (range: −6.7 to −2.0) are higher than those among novice nurses (−12.4 to −12.1); thus, baseline RAS scores of −12.9 in this study population are closer to those of novice nurses.…”

Section: Discussionmentioning

confidence: 99%

Development and evaluation of a modified brief assertiveness training for nurses in the workplace: a single-group feasibility study

et al. 2017

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BackgroundEffective communication has a great impact on nurses’ job satisfaction, team relationships, as well as patient care/safety. Previous studies have highlighted the various beneficial effects of enhancing communication through assertiveness training programs for nurses. However, most programs take a long time to implement; thus, briefer programs are urgently required for universal on-the-job-training in the workplace. The purpose of this feasibility study was to develop and evaluate a modified brief assertiveness training program (with cognitive techniques) for nurses in the workplace.MethodsThis study was carried out as a single-group, open trial (pre-post comparison without a control group). Registered nurses and assistant nurses, working at two private psychiatric hospitals in Miyazaki Prefecture in Japan, were recruited. After enrolling in the study, participants received a program of two 90-min sessions with a 1-month interval between sessions. The primary outcome was the Rathus Assertiveness Schedule (RAS), with secondary measurements using the Brief Version of the Fear of Negative Evaluation Scale (BFNE) and the Brief Job Stress Questionnaire (BJSQ). Assessments were conducted at baseline and after a 1-month interval (pre- and post-intervention).ResultsA total of 22 participants enrolled in the study and completed the program. The mean total score on the primary outcome (RAS) significantly improved from −12.9 (SD = 17.2) to −8.6 (SD = 18.6) (p = 0.01). The within-group effect size at the post-intervention was Cohen’s d = 0.24; this corresponds to the small effect of the program. Regarding secondary outcomes, there were no statistically significant effects on the BFNE or any of the BJSQ subscales (job-stressors, psychological distress, physical distress, worksite support, and satisfaction).ConclusionsThis single-group feasibility study demonstrated that our modified brief assertiveness training for nurses seems feasible and may achieve a favorable outcome in improving their assertiveness. Further controlled trials with longer follow-up periods are required in order to address the limitations of this study.Electronic supplementary materialThe online version of this article (doi:10.1186/s12912-017-0224-4) contains supplementary material, which is available to authorized users.

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Section: Discussionmentioning

confidence: 99%

Development and evaluation of a modified brief assertiveness training for nurses in the workplace: a single-group feasibility study

et al. 2017

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“…We used the Japanese version of the Rathus Assertiveness Schedule (RAS), which was described and verified for reliability and validity by Suzuki et al 24,25) in 2004. The original scale was developed by Rathus 26) in 1973, and consists of 30 questions.…”

Section: Assertivenessmentioning

confidence: 99%

Factors Affecting Rapid Turnover of Novice Nurses in University Hospitals

Suzuki

Itomine²,

Kanoya

et al. 2006

Journal of Occupational Health

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This study aimed to clarify the factors affecting rapid turnover of novice nurses in a prospective manner. We carried out an investigation in 20 university hospitals whose directors of nursing service departments accepted our request to cooperate with our research program. These hospitals were selected from all of the 102 university hospitals listed in The Hospital Catalog of Japan. The subjects were 1,203 novice hospital nurses who gave their informed consent for participation in our study. The questionnaires, which dealt with burnout, assertiveness, stressful life events, reality shock, ward assignment preference, transfer preference, job satisfaction (workplace, salary, workload, and overtime), social support and coping mechanisms were completed by 923 novice nurses in June 2003. Then, their turnover was investigated in December 2003. Thirty-seven novice nurses (4.0%) quit during this period. Multiple logistic regression analysis showed that the factors affecting rapid turnover were 1) graduation from vocational nursing schools, 2) dissatisfaction with assignment to a ward contrary to their desire, and 3) no peers for support. Assignment of novice nurses to wards they choose as far as possible, avoidance of assigning novice nurses to wards alone, and establishment of a support system for nurses who graduate from vocational nursing schools seem to be important for preventing rapid turnover of novice nurses. (J Occup Health 2006; 48: 49-61)

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“…Data collection was undertaken from December 2017–January 2018. As well as demographic characteristics, data were collected using the Japanese version of the Rathus Assertive Schedule (J‐RAS) (Suzuki, Kanoya, Katsuki, & Sato, ) (with the permission of those authors) and the Theory of Planned Behaviour–Assertive Communication Questionnaire (TPB‐ACQ) which was developed by the authors of the current study.…”

Section: Methodsmentioning

confidence: 99%

Evaluating the impact of an assertiveness communication training programme for Japanese nursing students: A quasi‐experimental study

2018

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Aim To examine the impact of an assertiveness communication training programme on Japanese nursing students’ level of assertiveness and intention to speak up when concerned about patient safety. Design A quasi‐experimental design with two parallel groups was used. Methods Third‐year nursing students from two Japanese educational institutions were allocated to an intervention and control group. The intervention group completed the Theory of Planned Behaviour–Assertive Communication Questionnaire and the Japanese version of the Rathus Assertiveness Schedule after attending assertive communication workshops. The second group completed the surveys before attending the workshop and were referred as the control group. Data were collected in December 2017–January 2018. Results A total of 123 out of 150 nursing students completed the surveys. Following the assertiveness communication training programme, a higher percentage of students from the intervention group demonstrated the intention to speak up. The intervention group also displayed higher levels of assertiveness, although the results were not statistically significant.

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Verification of reliability and validity of a Japanese version of the Rathus Assertiveness Schedule

Abstract: The Japanese version of Rathus Assertiveness Schedule was verified.

Cited by 24 publications

References 18 publications

Development and evaluation of a modified brief assertiveness training for nurses in the workplace: a single-group feasibility study

Development and evaluation of a modified brief assertiveness training for nurses in the workplace: a single-group feasibility study

Factors Affecting Rapid Turnover of Novice Nurses in University Hospitals

Evaluating the impact of an assertiveness communication training programme for Japanese nursing students: A quasi‐experimental study

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