50 日看管会誌 Vol. 13, No. 2, 2009 The Journal of the Japan Academy of Nursing Administration and Policies Vol. 13, No. 2, PP 50-57, 2009 報告 看護管理職のアサーティブネストレーニング 前後のバーンアウト得点の比較 Comparison of Burnout Scores Before and After Assertiveness Training among Nurse Managers 鈴木英子 1) 多賀谷 昭 1) 松浦利江子 1) 齋藤深雪 2) 丸山昭子 1) 吾妻知美 3) Eiko Suzuki 1) Akira Tagaya 1) Rieko Matsuura 1) Miyuki Saito 2) Akiko Maruyama 1) Tomomi Azuma 3) Key words : nurse manager, assertiveness training, burnout, university hospital キーワード : 看護管理職,アサーティブネストレーニング,バーンアウト,大学病院 Abstract The purpose of this study was to examine the possibility of reducing the burnout of nurse managers by assertiveness training. The nurse managers in university hospitals were asked to fill in a questionnaire just before and three months after the assertiveness training. The questionnaire included questions about demographic attributes, workplace satisfaction, transfer preference, stress coping, thoughts on their work, assertiveness (Japanese version of the Rathus Assertiveness Schedule:J-RAS), and burnout (Maslach Burnout Inventory:MBI). A total of 77 respondents (15 head nurses, 62 sub-head nurses) provided valid data for analysis. The pre-intervention averages of age, J-RAS, and MBI were 40.9, -5.0, and 10.8, respectively. For total data, t-tests detected a tendency of increase for J-RAS and a significant decrease for MBI. The stratified examinations showed that J-RAS increased significantly, or tended to increase, and MBI reduced significantly among those who had low pre-intervention J-RAS and those who intended to keep assertiveness after the training. The same tendencies, partly with statistical significance, were observed among those who were unsatisfied with their workplace or own care and those who could not consult with fellow workers, the boss, or any other persons in their workplace. The results showed that the assertiveness training could reduce burnout of nurse managers. The reduction was apparent among persons who intended to keep assertiveness after the training, and those with low pre-intervention J-RAS. The reduction of burnout was also observed among those who lacked social support. 要 旨 本研究の目的は,アサーティブネストレーニングにより看護管理職のバーンアウトが軽減 する可能性を検討することであった. 看護管理職を対象とし,アサーティブネストレーニングの直前及び 3 ヶ月後に質問紙調査 を実施した.内容は属性,職場満足,ソーシャルサポート,転職希望,ストレスコーピング, 仕事への思い,アサーティブネス(J-RAS),バーンアウト(MBI)である. 受付日:2009 年 2 月 20 日 受理日:2009 年 6 月 10 日 1) 長野県看護大学 看護学部 Nagano College of Nursing 2) 山形大学 医学部看護学科 School of Nursing,Yamagata University Faculty of Medicine 3) 甲南女子大学 看護リハビリテーション学部看護学科 Department of Nursing, Faculty of Nursing and Rehabilitation, Konan Women's University
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50 日看管会誌 Vol. 13, No. 2, 2009
The Journal of the Japan Academy of Nursing Administration and Policies Vol. 13, No. 2, PP 50-57, 2009
報告
看護管理職のアサーティブネストレーニング前後のバーンアウト得点の比較
Comparison of Burnout Scores Before and After Assertiveness Training among Nurse Managers
Key words : nurse manager, assertiveness training, burnout, university hospital
キーワード : 看護管理職,アサーティブネストレーニング,バーンアウト,大学病院
AbstractThe purpose of this study was to examine the possibility of reducing the burnout of nurse managers
by assertiveness training.The nurse managers in university hospitals were asked to fill in a questionnaire just before and
three months after the assertiveness training. The questionnaire included questions about demographic attributes, workplace satisfaction, transfer preference, stress coping, thoughts on their work, assertiveness (Japanese version of the Rathus Assertiveness Schedule:J-RAS), and burnout (Maslach Burnout Inventory:MBI).
A total of 77 respondents (15 head nurses, 62 sub-head nurses) provided valid data for analysis. The pre-intervention averages of age, J-RAS, and MBI were 40.9, -5.0, and 10.8, respectively. For total data, t-tests detected a tendency of increase for J-RAS and a significant decrease for MBI. The stratified examinations showed that J-RAS increased significantly, or tended to increase, and MBI reduced significantly among those who had low pre-intervention J-RAS and those who intended to keep assertiveness after the training. The same tendencies, partly with statistical significance, were observed among those who were unsatisfied with their workplace or own care and those who could not consult with fellow workers, the boss, or any other persons in their workplace.
The results showed that the assertiveness training could reduce burnout of nurse managers. The reduction was apparent among persons who intended to keep assertiveness after the training, and those with low pre-intervention J-RAS. The reduction of burnout was also observed among those who lacked social support.
受付日:2009 年 2 月 20 日 受理日:2009 年 6 月 10 日1) 長野県看護大学 看護学部 Nagano College of Nursing2) 山形大学 医学部看護学科 School of Nursing,Yamagata University Faculty of Medicine3) 甲南女子大学 看護リハビリテーション学部看護学科 Department of Nursing, Faculty of Nursing and Rehabilitation, Konan Women's
とアサーティブネスの変化を明らかにし,介入前後のバーンアウトの変化につきペアード T 検定を行った.また,介入前のアサーティブネス得点別,役職別,介入後日常生活の中でアサーティブネスを心がけの有無別にペアード T 検定を行った.さらに,先行研究(丸山ら,2008)でバーンアウトに関連が認められた要因(職場満足,仕事量満足,仕事へのやりがい,転職希望,ソーシャルサポート(同僚,上司,友人や家族等職場以外の相談相手)の有無別にペアードT 検定を行った.
Shimizu, et al.(2003)は,一般看護師を対象に行ったアサーティブネスの研修のバーンアウト予防への効果を明らかにしている.彼らの対象は,一般看護師であり,本人たちが希望して行われたトレーニングであった.本研究は,研究への同意は得られているが,参加義務のある病院の管理職研修で行われたものである.しかし,研修において,研修後のアサーティブネスに心がけた者も多かった.これらにより,モチベーションが高い者がバーンアウトの軽減が期待できることが考えられる.
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