[Factors Related to Work Engagement in Occupational Health Nurses: From both Aspects of Work Environmental and Individual Factors].

Q3 Medicine
Kayoko Tanaka, Ikuharu Morioka
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引用次数: 0

Abstract

Objectives: The Ministry of Health, Labour and Welfare (MHLW) states that it is an important issue to realize a work environment where people find their job worth doing, and the MHLW utilizes work engagement as the concept of a job worth doing. In this study, we aimed to clarify the factors related to work engagement in occupational health nurses from both aspects of work environmental and individual factors.

Methods: An anonymous self-administered questionnaire was mailed to 2,172 occupational health nurses who belonged to the Japan Society for Occupational Health and were in charge of practical work. Among them, 720 responded and their responses were analyzed (valid response rate: 33.1%). The Japanese version of the Utrecht Work Engagement Scale (UWES-J) was used to measure their feelings on whether their job is worth doing. Question items at three levels, namely, work level, department level, and workplace level, were selected from the new brief job stress questionnaire as the work environmental factors. Three scales, namely, professional identity, self-management skills, and out-of-work resources, were used as the individual factors. Multiple linear regression analysis was performed to examine the factors related to work engagement.

Results: The mean total score of UWES-J was 57.0 points, and the mean item score was 3.4 points. Among attributes, age, having children, and the position of chief or above were positively correlated to the total score, but the number of occupational health nurses in the workplace was negatively correlated to the total score. Among work environmental factors, work-self balance (positive), which is a subscale at the workplace level, and suitable jobs and opportunities to grow up, which are the subscales at the work level, were positively correlated to the total score. Among individual factors, self-esteem as a professional and self-improvement to be professional, which are the subscales of the professional identity, and problem resolution, which is a subscale of self-management skills, were positively correlated to the total score.

Conclusions: In order for occupational health nurses to find their job worth doing, it is desirable that they will have options to choose diverse and flexible work styles, and that their employers will establish a work-life balance for the entire organization. It is preferable that the occupational health nurses can self-improve, and that their employers will provide opportunities for them to develop professionally. The employers should also establish a personnel evaluation system that allows for promotion. Results also suggest that the occupational health nurses need to improve their self-management skills, and that the employers should assign them to positions suitable to their abilities.

职业卫生护士工作投入的影响因素:从工作环境和个人因素两个方面分析
目标:厚生劳动省指出,实现一个人们觉得自己的工作值得做的工作环境是一个重要问题,厚生劳动省将工作投入作为值得做的工作的概念。本研究旨在从工作环境和个体因素两方面厘清职业卫生护士工作投入的相关因素。方法:对2172名日本职业卫生学会负责实际工作的职业卫生护士进行匿名问卷调查。其中720人回复,并对其回复进行分析(有效回复率:33.1%)。日本版的乌得勒支工作投入量表(UWES-J)被用来衡量他们对工作是否值得做的感受。从新的简明工作压力问卷中选取工作层面、部门层面和工作场所层面三个层面的题项作为工作环境因素。以职业认同、自我管理技能和失业资源三个量表作为个体因素。采用多元线性回归分析,考察工作投入的相关因素。结果:UWES-J总分平均为57.0分,单项平均得分为3.4分。各属性中,年龄、是否育有子女、主任及以上职务与总分正相关,而工作场所职业卫生护士人数与总分负相关。在工作环境因素中,工作层面的工作-自我平衡(积极)和工作层面的合适工作和成长机会与总分呈正相关。在个体因素中,职业认同子量表“职业自尊”和“自我完善成为职业”与自我管理技能子量表“问题解决”与总分呈显著正相关。结论:为了让职业卫生护士找到自己值得做的工作,他们应该有选择多样化和灵活的工作方式的选择,他们的雇主应该在整个组织中建立工作与生活的平衡。最好是职业保健护士能够自我提高,并且雇主能够为其提供专业发展的机会。雇主还应该建立一个允许晋升的人员评估系统。结果还表明,职业卫生护士需要提高自我管理能力,用人单位应将其分配到适合其能力的岗位。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Japanese Journal of Hygiene
Japanese Journal of Hygiene Medicine-Medicine (all)
CiteScore
0.90
自引率
0.00%
发文量
7
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