The Relationship Between The Current Situation Of Theatre Nurses' Work Flow And Job Demands-resources

Objective Investigating the current situation of immersion in operating room nurse work,exploring their relationship with job demands and job resources can provide theoretical basis for nursing administrators in hospital to formulate scientific and effective intervention measures.Method Adopting the method of convenient sampling,304 theatre nurses were selected as the survey subjects.Questionnaires were surveyed by nurses in the operating room using general information questionnaires,work immersive scales(WOLF),job demand scales,and job resource scales.SPSS22.0 statistical soft-ware was used to analyze the relevant data.Statistical methods included descriptive statistical analysis,independent sample t-test,and multi-level hierarchical regression analysis.Result1.General demographics of theatre nurses The theatre nurses ranged from 20 to 55 years of age,with an average age of(31,22±6.81)years;of these,the majority were women,accounting for 85.2%;67.4%of the nurses were married;248 were undergraduate or above,accounting for 81.6%;nurses 66.8%of the professional titles and below,33.2%of the professional titles and above2.Comparison of immersive scores of theatre nurses and differences in sociology of populationThe total score of immersion in theatre nurses was(47.45±9.41),and the total average was 3.65±0.72).The average scores of the three dimensions of focus,work enjoyment,and internal work motivation were(15.22±2.97),(15.47±3.29),and(16.76±4.25),respectively.There was a statistically significant difference in the immersive scores of theatre nurses with different marital status,educational background,and whether they had children and years of work(all P<0.05).3.The correlation between Job Demands-resources and work flow in theatre nursesThe immersive scores of theatre nurses were negatively correlated with job roles(r =-0.626,P<0.01)and work-family conflict(r =-0.133,P<0.05),and were negatively related to the job resource.Four dimensions:sex(r = 0.423,P<0.01),performance feedback(r = 0.442,P<0.01),social support(r = 0.554,P<0.01),and career development opportunity(r = 0.425,P<0.01).Both were significantly positively correlated;the dimensions of work flow in each dimension were negatively correlated with the degree of job ambiguity and intrinsic work-family conflict in job demands(r =-0.594-0.154),and the four dimensions of the job resource scale were both positively correlated with different difficulty(r = 0.325?0.509,P<0.01).4.Related factors of work flow in theatre nursesTaking the immersive total score of theatre nurses' work and the scores of each dimension as the dependent variables,the sociodemographic data with statistically significant differences in the univariate analysis were included in the equation as the first level control variables,and the dimensions of the job demands and job resources were included.The second layer of the layered regression equation was a multivariate linear regression analysis.The results showed that:?The qualifications of theatre nurses(??-0.136),role ambiguity(?=-0.447).job autonomy,social support and career development opportunities(0.147<?<0.155)all can significantly predict the total score of work flow;?Role ambiguity has a significant negative predictive effect on focus(?=-0.471,P<0.001);?Has children(?=0.217),role ambiguity(?=-0.463).career development opportunities(?=0.161)Can predict job enjoyment(all P<0.05);?education only(?=-0.166),role ambiguity(?=-0.300),job autonomy,social support and career development opportunities(0.151<?<0.220)can predict Work intrinsic motivationConclusion1.Work flow in theatre nurses is at a medium level.Marital status,academic qualifications,whether there are children,and the number of years of work have a significant impact on them.2.Job demands(character ambiguity and work-family conflict)are immersed in negative predictive work,suggesting that hospital nurse managers should inspire enthusiasm for the work of the nurses by improving the matching of authority and responsibility,clarifying work goals,and reduce nurses' overtime frequency by increasing the number of staff.And the intensity of labor to protect their physical and mental health and promote the continuous use of human resources.3.The various dimensions of job resources such as work autonomy,performance feedback,social support,career development opportunities,etc.are significantly positively related to work flow.Among them,social support scores are the highest,followed by work autonomy.