RÉSUMÉ
Objective:To investigate the current situation of paternal self-efficacy of support breastfeeding of late prematurity and analyze the factors affectingpaternal self-efficacy of support breastfeeding.Methods:This study was a cross-sectional survey. From July to October 2021, the fathers of 210 late prematurity in Neonatology and NICU wards of Shanxi Children′s Hospital, were selected by convenience sampling method for the research object. The survey was carried out using the General Information Questionnaire, Iowa Infant Feeding Attitude Scale and Father Support Breastfeeding Self-Efficacy Scale-Short Form, multiple linear regression was used to analyze the influencing factors of paternal self-efficacy of support breastfeeding of late prematurity.Results:The total score of Father Support Breastfeeding Self-Efficacy Scale-Short Form was 46.22 ± 10.03, and the total score of Iowa Infant Feeding Attitude Scale was 59.31 ± 5.65, which were positively correlated ( r = 0.224, P<0.01). In the multiple linear regression analysis, whether or not to receive breastfeeding education, feeding methods, family opinions, and fathers′ attitudes towards breastfeeding were the main factors affecting fathers′ self-efficacy in supporting breastfeeding ( t values were - 3.07 to 2.35, all P<0.05). Conclusions:The paternal support breastfeeding of late prematurity level was at a lower level. It is suggested that medical staff should not only pay attention to puerpera and baby, but also pay attentionto father and family, and construct personalized health education based on co-parenting theory.
RÉSUMÉ
@#Abstract: Objective To analyze the absenteeism of medical staff in tertiary hospital and its relationship with psychological Methods capital. A total of 462 medical staff from a tertiary hospital in Jinan City were selected as the research subjects by convenience sampling method. The Stanford Presenteeism Scale and Psychological Capital Scale were used to investigate the Results - （ - ） absenteeism and psychological capital. The median and the 0th 100th percentile of score was 16 6 29 in （ - ） absenteeismandwas95 20 120 inpsychologicalcapitalintheresearchsubjects.Thetotalscoreofpsychologicalcapitalwas（，P<） negatively correlated with the total score of absenteeism partial correlation coefficient was −0.34 0.01 . The results of ， multiplelinearregressionanalysisshowedthatthehigherthelevelofpsychologicalcapital thelowertheriskofabsenteeism （P< ）， ， ， ， ， 0.01 after adjusting for confounding factors such as gender age education level professional title department and Conclusion lengthofservice. Theabsenteeismofmedicalstaffintertiaryhospitalwasnegativelycorrelatedwithpsychological capitallevel.Measuresshouldbetakentoimprovethepsychologicalcapitalofmedicalstafftocontroltheoccurrenceofhidden absenteeism.
RÉSUMÉ
@#Abstract: Objective Methods Toexploretheinfluenceofprofessionalvaluesonworkengagementinnewnurses. Atotalof 773 new nurses from Grade 3 Class A hospitals were selected as research subject using the method of judgment sampling. The professional values and work engagement were investigated with Nurses Professional Values Scale and Utrecht Work Results （ ） （ EngagementScale. Theaveragescoresofoccupationalvaluesandworkengagementscoreswere 3.8±0.6 and 4.3± ）， 1.4 respectively.Theresultsofhierarchicalregressionanalysisshowedthatoccupationalvaluescouldpositivelypredicttheir（P<），， workengagement 0.01 afterexcludingtheinfluenceofconfoundingfactorssuchasonlychild regulatedtrainingtimeand Conclusion attitudetowardsnursingpost. Theprofessionalvaluesofnewnursescanpositivelyaffecttheirworkengagement.By ， establishinggoodprofessionalvalues wecanenhancethelevelofworkengagementofnewnursesandimprovetheefficiencyof clinicalnursingwork.
RÉSUMÉ
@#Abstract: Objective Methods Toexploretheinfluenceofprofessionalvaluesonworkengagementinnewnurses. Atotalof 773 new nurses from Grade 3 Class A hospitals were selected as research subject using the method of judgment sampling. The professional values and work engagement were investigated with Nurses Professional Values Scale and Utrecht Work Results （ ） （ EngagementScale. Theaveragescoresofoccupationalvaluesandworkengagementscoreswere 3.8±0.6 and 4.3± ）， 1.4 respectively.Theresultsofhierarchicalregressionanalysisshowedthatoccupationalvaluescouldpositivelypredicttheir（P<），， workengagement 0.01 afterexcludingtheinfluenceofconfoundingfactorssuchasonlychild regulatedtrainingtimeand Conclusion attitudetowardsnursingpost. Theprofessionalvaluesofnewnursescanpositivelyaffecttheirworkengagement.By ， establishinggoodprofessionalvalues wecanenhancethelevelofworkengagementofnewnursesandimprovetheefficiencyof clinicalnursingwork.