ABSTRACT
Objective@#To explore the current situation of nurses′ working values, working environment and head nurses′ leadership style. To explore the influence factors of nurses′ working environment and head nurse′s leadership style on nurses′ working values.@*Methods@#By applying random stratified sampling, 499 clinical nurses without administrative titles in 6 hospitals were selected. Questionnaires were adopted as the main research tool.@*Results@#Score of nurses′ working values was 3.52 ± 0.56. Score of nurses′ working environment was 3.03 ± 0.44. Score of head nurses′transformational leadership style was 2.70 ± 0.76, and score of head nurses′ transactional leadership style was 2.23 ± 0.47. Working environment, transformational leadership style and transactional leadership style were positively correlated with nurses′ working values (P= 0.452, 0.371, 0.234).@*Conclusions@#Working values of nurses in general public hospitals of Changsha city is at moderate level. By improving nurses′ working environment and head nurses adopting positive leadership, and in particular, proposing beneficial measures for improving a solid nursing foundation for quality of care, sufficient human resources and intellectual stimulation, nurses′ working values can be improved.
ABSTRACT
Objective To explore the current situation of nurses′ working values, working environment and head nurses′ leadership style. To explore the influence factors of nurses′ working environment and head nurse′s leadership style on nurses′working values. Methods By applying random stratified sampling, 499 clinical nurses without administrative titles in 6 hospitals were selected. Questionnaires were adopted as the main research tool. Results Score of nurses′ working values was 3.52 ± 0.56. Score of nurses′working environment was 3.03 ± 0.44. Score of head nurses′transformational leadership style was 2.70 ± 0.76, and score of head nurses′transactional leadership style was 2.23 ± 0.47. Working environment, transformational leadership style and transactional leadership style were positively correlated with nurses′working values (P=0.452, 0.371, 0.234). Conclusions Working values of nurses in general public hospitals of Changsha city is at moderate level. By improving nurses′ working environment and head nurses adopting positive leadership, and in particular, proposing beneficial measures for improving a solid nursing foundation for quality of care, sufficient human resources and intellectual stimulation, nurses′working values can be improved.
ABSTRACT
AIM: In this study, the influence of work values and personality traits on the intent to stay at work was examined among nurses in Taiwan. BACKGROUND: No empirical studies in this area have been conducted in the nursing industry. METHODS: A cross-sectional predictive study was performed during 2012 with 1246 nurses recruited from three different types of hospital located in northeastern Taiwan. A structured questionnaire based on the 5-factor model was used. Multiple regression analyses were used to investigate the various factors associated with the intent to stay at work among nurses. RESULTS: The overall response rate was 85%. The nurses who had a high level of intent to stay at work were significantly more likely to be in senior roles; exhibited positive work values, conscientiousness, emotional stability; and worked at a non-religious hospital. CONCLUSION: Age, the role of work values, personality traits and type of hospital were crucial in enhancing the level of intent to stay at work. IMPLICATIONS FOR NURSING MANAGEMENT: The study findings provide evidence for managers to develop an optimal strategy for nurses with specific personality traits and highly positive work values, which can guide the recruitment and retention of nurses.
