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Tuesday, 14 July 2009
Learning Objective 1: Discuss the cultural differences between the nurses in USA and in China and Japan as to their perceptions of their work environment
Learning Objective 2: Explore the meaning for each group on their interpretation of manager support, peer support, unit support, workload, intent to stay and nurse satisfaction
Background: ICN emphasizes the need to have positive practice environment for nurses’ world wide; a global STTI issue. Broome (2008) stresses workforces must be prepared to care for all ages. Nurses completed The Individual Workload Perception Scale-Revised (IWPS-R) in Magnet, Non-Magnet & Aspiring Hospitals (Lacey, Cox, Teasley, 2007).
Purpose: To determine if there are differences in nurses’ perception in USA, China & Japan using IWPS-R; translated into Chinese and Japanese-back translated. King’s (1981) Perception Concept-one’s perception is related to past experiences, self concept, education and socio-eco.
Methods: The IWPS-R, valid and reliable tool (29 Likert-type scale items) Manager, Peer, Unit Support, Workload, Intent to Stay and Nurse Satisfaction subscales; alphas coefficients .61-.91. The IWPS-R was tested 5+ years in 15 states (8,000+ nurses), China and Japan.
Results: Of 5033 participants, 541 Asian- 4492 USA nurses. Most nurses were born 1965-1979 (48%), 1946-1964 (35%), 1980-present (15%); older nurses (1909-1945 (2.5%). USA nurses (60%) have BSN+ education; Asian nurses (49%)-Junior college. Longevity- 35% for >15; 30% <5. Nurses work days (55%) more than nights (27%). Female nurses dominate (97%); males (3%). Although not significant, Asian nurses (M=3.79) were higher than USA (M=3.74) on Manager Support; t tests determined significant differences between USA and Asian nurses- lower peer, unit support, workload, intent to stay nurse satisfaction, all at p value of 0.0000. Similarities-longevity, few male nurses and aging workforce. USA nurses have taken the survey for the past 5+ years; 1st time for Asian nurses with survey research.
Conclusion: USA nurses are mentoring the Asian nurses on strategies to enhance peer, unit support, workload, intent to stay & nurse satisfaction while learning how to creatively include families at the bedside.
Conclusion: 1) Continue the collaboration and exchanging ideas, education & research 2) Evaluate cultural and contextual differences 3) Repeat IWPS-R post cultural exchanges.
Purpose: To determine if there are differences in nurses’ perception in USA, China & Japan using IWPS-R; translated into Chinese and Japanese-back translated. King’s (1981) Perception Concept-one’s perception is related to past experiences, self concept, education and socio-eco.
Methods: The IWPS-R, valid and reliable tool (29 Likert-type scale items) Manager, Peer, Unit Support, Workload, Intent to Stay and Nurse Satisfaction subscales; alphas coefficients .61-.91. The IWPS-R was tested 5+ years in 15 states (8,000+ nurses), China and Japan.
Results: Of 5033 participants, 541 Asian- 4492 USA nurses. Most nurses were born 1965-1979 (48%), 1946-1964 (35%), 1980-present (15%); older nurses (1909-1945 (2.5%). USA nurses (60%) have BSN+ education; Asian nurses (49%)-Junior college. Longevity- 35% for >15; 30% <5. Nurses work days (55%) more than nights (27%). Female nurses dominate (97%); males (3%). Although not significant, Asian nurses (M=3.79) were higher than USA (M=3.74) on Manager Support; t tests determined significant differences between USA and Asian nurses- lower peer, unit support, workload, intent to stay nurse satisfaction, all at p value of 0.0000. Similarities-longevity, few male nurses and aging workforce. USA nurses have taken the survey for the past 5+ years; 1st time for Asian nurses with survey research.
Conclusion: USA nurses are mentoring the Asian nurses on strategies to enhance peer, unit support, workload, intent to stay & nurse satisfaction while learning how to creatively include families at the bedside.
Conclusion: 1) Continue the collaboration and exchanging ideas, education & research 2) Evaluate cultural and contextual differences 3) Repeat IWPS-R post cultural exchanges.