义乌市中心医院员工满意度及其影响因素外文翻译.docVIP

外文翻译 原文1 The relationship between nursing leadership and nurses jobsatisfaction in Canadian oncology work environments Many changes have taken place in the Canadian nursing workforce since the health care reforms of the 1990s.Priest (2006) noted that nurses feelmore overworked and undervalued and reported that limitations placed on their scope of practice by employers often make it dif?cult for nurses to practice to the full extent of their abilities.However, in the midst of these dif?cult circumstances,a growing number of factors associated with job satisfaction and improved patient outcomes have also been identi?ed. These factors include good relationships between nurses and physicians, strong leadership, professional development, and work-life balance (Canadian Health Services Research Foundation 2001). In a study of nurses job satisfaction, Larrabee et al. (2003) found that job dissatisfaction was the major predictor of nurses intent to leave. The major predictor of job satisfaction was psychological empowerment, which was in turn predicted by hardiness, transformational leadership style, nurse/physician collaboration, and group cohesion. Reporting on an Australian study of oncology nurses, Barrett and Yates (2002) found that although nurses reported high levels of personal satisfaction and personal accomplishment, nearly 40% of RNs were dealing with workloads they perceived as excessive, and 48% were dissatis?ed with pay and professional support. Over 70% reported moderate to high levels of emotional exhaustion, and over 48%would not commit to remaining in the specialty for another year. Understanding and examining the factors that in?uence job satisfaction of oncology nurses is also important as Aiken et al.s (2002, 2003) work has shown that declining job satisfaction can be an important signal or proxy for quality care issues and poor patient outcomes,including increased patient mortality. The identi?cation of stresses associated with nursing worklife and fac