Stress status and causes of male nurses in women and children′s hospital of Southwest China / 中国实用护理杂志

Objective To investigate the pressure of male nurses in women and children′s Hospital and analyze it, so as to provide decision support for nursing administrators. Methods Used general information questionnaire, Perceptual Stress Scale, China Nurses'Pressure Source Scale (CPSS) in Sichuan,Chongqing,Yunnan,Guizhou,Tibet and other places of the maternal and child hospital male nurses, and analyzed the results. Results According to the CPSS scoring standard,63 in 101 subjects(62.4%)male nurses were in the state of stress, and the average score of stress was 26.0 ± 7.4. Binary Logistic regression showed that the main factors of male nurses′pressure were the lack of support from parents and family,low income, less promotion opportunities and non-nursing work. Conclusion The pressure situation of male nurses in maternity and child care hospitalis affected by family, work, society and so on. Managers should timely relieve the stress for male nurses and maintain the stability of male nurses′team.

Turnover Experience of Male Nurses

PURPOSE: The aim of this study was to identify turnover experiences of men in nursing and to derive a substantive theory on the turnover experience of men who are nurses. METHODS: Data were collected through in-depth interviews with 13 men who had worked as a nurse for 1 year or more, and had a turnover experience during that period. Collected data were analyzed on the basis of Strauss and Corbin's grounded theory. RESULTS: The core category in the turnover experiences of the respondents was ‘seeking a stable place for me’. In the analysis of the core category, types of ‘contentment’, ‘seeking’, ‘survival’ and ‘confusion’ were identified. The sequential stages of these nurses’ turnover experience were ‘confrontation’, ‘incertitude’, ‘retrying’ and ‘realization’. However, when a problem arose in the process, they returned to the stage of confusion. Thus, these stages could occur in a circular fashion. CONCLUSION: These findings provide a deep understanding of the turnover experience of men in nursing and offers new information about how they adapt to nursing practice. The findings should be useful as foundational data for men who hope to become nurses and also for managers responsible for nurses who are men.

The Relationship among Practice Environment, Organizational Justice, and Job Satisfaction of Male Nurses / 한국직업건강간호학회지

PURPOSE: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. METHODS: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. RESULTS: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. CONCLUSION: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

Job Satisfaction, Organizational Commitment and Turnover Intention among Male Nurses / 간호행정학회지

PURPOSE: This study aimed to investigate job satisfaction, organizational commitment and turnover intention among male nurses in South Korea. METHODS: Data were collected in May, 2013 and a total of 150 male hospital nurses participated in this study. Job satisfaction, organizational commitment and turnover intention were measured using a structured questionnaire. Collected data were analyzed using SPSS/WIN 20.0 for windows. RESULTS: There were statistically significant correlations between job satisfaction and organizational commitment (r=.74, p<.001), job satisfaction and turnover intention (r=-.56, p<.001), and organizational commitment and turnover intention (r=-.69, p< .001). There was a statistically significant difference in job satisfaction of participants according to education, work unit, and salary. Organizational commitment showed significant difference according to age, education, work unit, and salary. Turnover intention was significantly different according to duration of employment in the hospital, and salary. The most influential factor for turnover intention was organizational commitment (beta=-.69, p<.001). This factor accounted for 47.8% of the variance in turnover intention. CONCLUSION: The results of this study indicate that to reduce turnover intention for men in nursing, it is necessary to increase job satisfaction, and organizational commitment.

Analysis of the status of retention level and its influencing factors for male nurses / 中国实用护理杂志

Objective To investigate the retention level and its influencing factors for male nurses,and explore effective strategies to increase retention level of male nurses.Methods A sample of 610 male nurses from many hospitals in Tianjin were investigated with the self-designed demographic questionnaire,Retention Scale and Perceived Organization Support.The results underwent analysis.Results Male nurses' retention score was (20.71±4.00) points.Single factor analysis found that marriage,age,number of children,time engaged in nursing work,the working years in present position,the purpose of the work had statistically significant influence on retention scores of the male nurses.Multiple linear regression analysis showed that marriage,professional and technical titles,the purpose of work,work support and value identification were the predictive effect on the degree of the retention.Conclusions The retention of male nurses in Tianjin was in the medium level.Hospitals and all relevant departments should take effective measures,improve the professional sense of worth of the male nurses and job satisfaction,in order to enhance the man nurses' retention rate,promote the sustainable development of the nursing team construction.

A qualitative study on the male nurse practice in obstetrics and gynecology department / 中国实用护理杂志

Objective To describe practice experience of the male nurses in obstetrics and gynecology department.Methods Phenomenological methodology was adopted in this study.In-depth interview was conducted on 12 male nurses who practiced in obstetrics and gynecology department from March 2012 to May 2013.Data were analyzed by Colaizzi's analysis method.Results The main experience included:lack of patient understanding and support,a sense of loss,decline in the enthusiasm to learn,inconvenience of live and study,dissatisfied with specialist operations.Conclusions Male nurses in obstetrics and gynecology has many adverse experiences,clinical teachers should take measures to help them successfully complete the practice and prevent occurrence of adverse experience.

Study on Male Nurses' Gender Stereotype and Job Satisfaction / 간호행정학회지

PURPOSE: This study was conducted to investigate gender stereotype and job satisfaction, and to identify the relationship between gender stereotype and job satisfaction in male nurses. METHODS: The participants were 165 male nurses who worked in the Seoul, Gyeonggi and Daejeon areas. Data were collected from August 31th, 2009 to October 15th, 2009. A survey questionnaire was used to measure demographics, gender-role identity, gender stereotype and job satisfaction. Data were analyzed using SPSS/Win 12.0 version. RESULTS: The mean score for gender stereotype was 2.81 points out of a possible 5. There were statistically significant differences in gender stereotype by general characteristics such as career in the current department (F=5.249, p=.007) and position (t=2.547, p=.012). The scores for gender stereotype were significantly higher in the group with less than five years in the current department and in the staff nurse group. The mean score for job satisfaction was 2.95 out of a possible 5. There was a significant negative correlation between gender stereotype and job satisfaction. CONCLUSIONS: Development of educational programs is required to improve the gender stereotype.

Percepción del paciente hospitalizado sobre el trato digno proporcionado por una enfermera-un enfermero / Perception of hospitalized patients about the proper treatment given by nurses", "_i": "

Introducción: Durante muchos años las mujeres han predominadoen enfermería, acentuándose con la división sexual deltrabajo; en la actualidad los hombres han incursionado en laprofesión, por lo que el paciente puede percibir la atención enforma distinta dependiendo del sexo del cuidador; el objetivo delestudio fue conocer la percepción del paciente hospitalizado sobreel trato digno proporcionado por una enfermera o enfermeroen un hospital de tercer nivel. Metodología: Se realizó unestudio comparativo, transversal y prolectivo tomándose unamuestra no probabilística de 48 pacientes hospitalizados que recibieronatención del personal de enfermería de ambos sexos, seaplicaron dos instrumentos acorde al indicador de calidad tratodigno modificado a escala tipo Likert para determinar si la percepcióndel paciente es buena, regular o mala con una Alfa deCronbach de 0.86. Se utilizó una prueba de c2 para la comparaciónde variables cualitativas, percepción del paciente y el sexode enfermería. Resultados: La percepción del paciente sobre eltrato digno proporcionado por las enfermeras se reportó comobuena 47 (98%) y regular 1 (2%) y por los enfermeros buena 46(96%) y regular 2 (4%). No existe diferencia en la percepción delpaciente con el sexo del personal de enfermería. Conclusión:De acuerdo a los resultados, la percepción del paciente sobre eltrato digno que proporciona el personal de enfermería es buenasin influir el sexo de éste.

Introduction: During a number of years there has been femaleprevalence in nursing, with the stress of this fact because of sexualdivision of labor. Nowadays, men have entered this profession.So patients may receive distinctive attention depending onthe sex of the caretaker. Objective: The objective of this studywas to know the perception of hospitalized patients about dignifiedtreatment provided by female or male nurses at a thirdlevelhospital. Methodology: A comparative, transversal andprolective study was performed on forty-eight patients, obtaininga non-probabilistic sample of those hospitalized patients whoreceived attention from nursing staff from both sexes. Two elementswere applied according to the quality indicator. Humanetreatment modified into Linker-type scale in order to determineif patient’s perception is good, normal/medium, or bad with aCronbach’s a (alpha) of 0.86. A c2 test was used for the comparisonof qualitative variables: patient’s perception, and nurse sex.Results: Patient’s perception about humane treatment provided by female nurses was reported as good in 47 cases (98%) andnormal/medium in 1 case (2%), and by male nurse as good in46 cases (96%) and normal/medium in 2 cases (4%). There isno difference in patient’s perception with regard to both sexesof infirmary staff. Conclusion: According to the results, patient’sperception about humane treatment provided by infirmary(nursing) staff is good, stating no difference between nursesexes.

Content Analysis of Male Hospital Nurses' Experiences / 성인간호학회지

PURPOSE: This study was conducted to identify job experiences of male hospital nurses. METHODS: Data were collected from 20 male nurses working at general hospitals, through semi-structured in-depth interviews. The interviews were recorded and subsequently transcribed verbatim. Using content analysis, data were coded and categorized. RESULTS: The analyzed domains were motivations for choosing nursing, occupational experiences (3 subdomains), and attitudes toward the future. A total of 85 significant statements were selected from the data and classified into 32 categories. The nurses' motivations for choosing nursing were advantages of employment, their aptitude, scarcity value of men, professionalism and job security, good promotion, stable income, and family influence. In occupational experiences, they were assigned to special fields and dissatisfied with vertical relationship, promotion system, their salary, and gaps in military service time; they had difficulties in adapting to female-dominated groups and encountered gender role stereotype and preconception; they were satisfied with their distinguished performance, but had damaged self-esteem, and were stressed and disappointed in their work. In their attitudes toward the future, they considered their career changes, but tried to make professional and personal advancement. CONCLUSION: These findings have implications for recruiting and retaining male nurses in clinical settings.