ABSTRACT
Objective To investigate the modest leadership behaviors of nurses in operating rooms and the status of nurses′work-family gains, and to analyze their relationship. Methods From October to November 2017, a convenient sampling method was used to select 230 operating rooms from 3 tertiary-level A hospitals, 2 secondary A hospitals, and a tertiary A hospital in Guilin City, Guangxi Zhuang Autonomous Region. The nurses used the general information questionnaire, the humble leadership scale, and the work household income scale to conduct questionnaire surveys. Results The total score of the head nurse behavior scale of the operating room was (3.16 ± 0.38) points, and the total score of the nurse work family was (2.95 ± 0.46) points; the headroom behavior of nurses in the operating room was humble leadership behavior and the family income of nurses was increased. Positive correlation (r=0.678, P<0.05). Conclusions The humility leadership behavior of the head nurse can play a positive role in the growth of the work- room nurses′ family. The head nurse should pay attention to cultivate the leadership characteristics of the humility leadership behavior, so as to effectively enhance the work-family gain level.
ABSTRACT
Objective To explore the effect of employee assistance program service on clinical nurses' occupational delay satisfaction and professional identity. Methods A total of 106 clinical nurses were divided into observation group and control group by random number table with 53 cases each. The control group gave general support psychological care through the manner in which the head nurse talked, and the observation group provided employee assistance program services on this basis through group counseling and individual psychological counseling. Before and after the intervention, the occupational delay satisfaction scale and nurse occupational identity scale were used to assess them. Results There were 53 valid samples in the final observation group and 47 effective samples in the control group. There was no significant difference in the occupational delay satisfaction scale and nurse occupational identity scale before intervention between two groups. After the intervention, the occupational delay of the observation group nurse met the total score (24.01±4.57) points, which was higher than that of the control group (16.09 ± 3.65) points. The difference was statistically significant (t=8.543, P <0.05). After the intervention, the occupational identity of nurses in the observation group was (96.46±7.88) points, which was higher than that of the control group (81.05±6.79) points. The difference was statistically significant (t=9.347, P<0.05). Conclusions The employee assistance program service has effectively increased nurses' occupational delay satisfaction and professional identity.