The Status And Influencing Factors Of The Readiness For Return-to-work Among Postpartum Nurses

Objective:1.To introduce the readiness for return-to-work scale(RRTW),And carry out the adjustment combining the cultural characteristics of our country and the actual situation of the nurse group,and assess the reliability and validity.The study aims to form a measurement tool suitable for the evaluation of the readiness for return-to-work of postpartum nurses in China: the readiness for return-to-work scale of postpartum nurses.2.We use the readiness for return-to-work scale of postpartum nurse to understand the status of the readiness for return-to-work of postpartum nurs-es and analyze the influencing factors,so as to provide science reference for the nursing mangers to formulate inventions which can improve the readine-ss for return-to-work of postpartum nurses.Methods:1.We introduce the readiness for return-to-work scale into china,and then we complete the forward-translation,back-translation,cultural adaption for this scale.Homogeneity test was carried out by Pearson correlation analysis of item-total score.Discrimination between items was analyzed by critical ratio,and reliability and validity test(content consistency reliability,retest reliability,content validity,structural validity)was carried out.150 postpartum nurses were tested by psychometrics and the evaluation tools were obtained.2.A cross-sectional survey was conducted among 375 postpartum nurses in 15 tertiary hospitals in Mianyang City,Sichuan Province,using convenien-ce sampling.The survey tools included general information questionnaire and the readiness for return-to-work scale of postpartum nurses.The reliability and validity were verified again.The readiness status and its influencing fact-ors of postpartum nurses were analyzed by combining statistical descriptions,chi-square test,rank sum test and multiple logistic regression.Results:1.Postpartum nurses' readiness for return-to-work scale includes subscale 1 non-returned postpartum nurses' readiness for return-to-work scale(1-13 items),subscale 2 returned postpartum nurses' readiness for return-to-work scale(14-23 items).Item analysis indicated that items-total score correlation coefficient is above 0.4,and the critical ratio of each item showed statistically significant differences(P < 0.01);the content validity of the scale is 0.981;The I-CVI of the scale was 0.88-1.00;the Cronbach's alpha coefficient of the non-returned postpartum nurses' scale was 0.831 and the retest reliability was 0.842;the Cronbach's alpha coefficient of the returned postpartum nurses' scale was 0.852 and the retest reliability was 0.802;exploratory factor analysis determines 6 dimensions,The 4 dimension's cumulative variance contribution rates of the non-returned postpartum nurse'scale were 63.17%;The 2 dimension's cumulative variance contribution rates of the returned postpartum nurse'scale were 52.02%.2.Each dimension score of the readiness for return-to-work of non-returned postpartum nurses:3.14±1.01,3.39±0.98,3.52±1.17 and 4.01±1.29,with items 8 and 9 scoring the lowest,2.88±1.36 and 3.03±0.94,respectively.Each dimension score of the readiness for return-to-work of returned postpartum nurses: 3.24±0.91,4.04±1.18,with items 17 and 19 scoring the highest,4.51±0.69,4.35±0.88,respectively.Distribution of the number of non-returned postpartum nurses' readiness is: 4(2.53%)in the Pre-contemplation phase,37(23.42%)in the contemplation phase,50(31.65%)in the prepared for action-self evaluative phase,and 67(42.40%)in the prepared for action-behavioral;Distribution of the number of returned postpartum nurses' readiness is: 28(12.96%)in uncertain maintenance stage and 188(87.04%)in proactive maintenance stage.3.Univariate analysis results:There is a statistically significant difference in the return-to-work readiness scores of non-returned postpartum nurses in different working years,different departments,different professional title and different family support(P<0.05);There is a statistically significant difference in the return-to-work readiness scores of returned postpartum nurses in different departments,different academic qualifications,different professional title,length of absence,whether have return training and different family support have statistical differences(P<0.05).4.Multivariate logistic regression results : Department,professional title,family support are major factors affecting the readiness for return-to-work of the non-returned postpartum nurses;Department,professional title,family support and whether have return training are important factors affecting the readiness for return-to-work of the returned postpartum nurses.Conclusions:1.The readiness for return-to-work scale of postpartum nurses as a self-assessment questionnaire has a good reliability and validity index,which is suitable for the evaluation of Postpartum nurses' readiness for return to work under the Chinese cultural background.2.The non-returned postpartum Nurses are at a higher level of readiness to return to work,However,the psychological pressure in the stage of preparation for returning to work is high,and it seldom gets the support and help from head nurses or colleagues.The returned postpartum Nurses have high motivation,but there are work-family conflicts and expect special care.3.For the non-returned postpartum nurses,the nature of the department,professional title,and family support have an important impact on the level of readiness to return to work.The readiness in special departments is higher than internal,surgical,and other department;The other department is lower than these three departments;the higher the professional title,the higher the level of readiness to return to work;while the higher the level of family support,the higher the readiness to return to work.4.For the returned postpartum nurses,the nature of the department,the professional title,family support and the return training have an important impact on the level of readiness to return to work,and the readiness in special departments is lower than internal,surgical,and other department;the higher the professional title,the higher the level of readiness to return to work;the higher the level of family support,the higher the readiness to return to work;The return training can improve the level of readiness for return work.