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Aim: This study aims to identify the characteristics of factors related to assertiveness of preceptors of novice nurses. Methods: An anonymous self-rating questionnaire survey was administered to 1292 preceptors working in participating city and university hospitals across Japan. The survey had question items from the Japanese version of the Rathus Assertiveness Schedule (J-RAS, 30 items), and included demographic details, evaluation of the novice nurses, instruction framework, self-evaluation of the preceptors, workplace environment, and a burnout inventory (Japanese version of the Maslach Burnout Inventory-Human Services Survey, 22 items). Bivariate analyses were conducted using assertiveness as the objective variable, and other surveyed items as explanatory variables. Selecting variables with p values smaller than 0.2 obtained in the bivariate analysis as explanatory variables, a multiple linear regression analysis was performed. For the analyses, we used a statistics analysis software package, SPSS Statistic 22. Approval to conduct the study was obtained from the Ethics Committee of University A. Results: Excluding nurse administrators, responses from 836 participants 79.4%) were analyzed. Results of the multiple regression analysis showed that the factor most strongly related to the improvement of assertiveness of preceptors were ‘making rapid decisions’. The characteristics of the factor were having ‘longer clinical experience’, thinking that ‘novice nurses are mentally weak’, ‘with poor skills’, the preceptors ‘themselves to be as valuable as others’, and ‘having confidence in their nursing in the present workplace’, and with the ‘Total burnout score significantly low’. Discussion: The characteristics of preceptors who evaluated themselves to be able to ‘make rapid decisions’, which is most strongly related to the improvement in the assertiveness of the preceptors, include longer clinical experience, seeing novice nurses as they are, and the preceptors evaluating themselves positively. Previous studies have also reported that these are important factors for preceptors to interact with novice nurses in an assertive manner. [ABSTRACT FROM AUTHOR]

A questionnaire survey was conducted of 1283 nursing care staff in geriatric health service facilities in the Kanto district of Japan to identify the relationship between negative feelings towards elderly patients in the facilities and nursing care staff. We collected and analyzed data from 710 responses with the mean age of respondents 36.67 ± 11.03 years (Mean ± SD). The mean score of burnout of these nursing care staff was 11.97 ± 3.03 (p < .01), and the mean scores of negative feelings was 2.94 ± 2.42. The results suggest that the subscale of negative emotions, “negative feelings nursing care staff develop towards elderly patients” and “negative feelings passively developed by nursing care staff due to elderly patients” are related to burnout. It is necessary to develop measures to control negative feelings of nursing care staff. [ABSTRACT FROM AUTHOR]

This study aims to identify levels of assertiveness among preceptors of novice nurses one year after the commencement of employment and determine factors related to their assertiveness. An anonymous self-rating questionnaire survey was administered to 1292 preceptors working in participating city and university hospitals across Japan. The survey had question items from the Japanese version of the Rathus Assertiveness Schedule (J-RAS, 30 items) characteristics for the participants (demographic details), evaluation of the novice nurses, instruction framework, self-evaluation of the preceptors, working environment, and a burnout inventory (Japanese version of the Maslach Burnout Inventory-Human Services Survey, 22 items). Bivariate analyses (T-tests and oneway analysis of variance) were conducted using assertiveness as the objective variable, and other surveyed items as explanatory variables. Bivariate analyses (t-tests and one-way analysis of variance) were conducted using assertiveness as the objective variable, and other surveyed items as explanatory variables. Selecting variables with p values smaller than 0.2 obtained in the bivariate analysis as explanatory variables, and also a multiple linear regression analysis (Stepwise method). For the analyses, we used a statistics analysis software, SPSS Statistic 22. Excluding administrative nurses, responses from 885 participants (83.7%) were analyzed. Factors related to higher levels of the assertiveness of preceptors were 'Making rapid decisions', 'Having confidence in the nursing at the present workplace', and 'Having persons outside workplace to consult with', and a factor related to lower levels of the assertiveness was 'High total burnout score' (adjusted R2, 22.4%). Factors related to higher levels of the assertiveness of preceptors of novice nurses one year after the commencement of employment were having positive self-evaluations and having persons outside workplace to consult with. The factor related to lower assertiveness was a high total burnout score. It was found that a positive self-evaluation was associated with higher assertiveness and lower likelihood of burnout regardless of when the instruction of novice nurses takes place. It is necessary for supervisors to promote the assertiveness of preceptors by improving the working environment to ensure assertiveness and prevent burnout. Such conditions will make it possible for preceptors to build an assertive relationship with novice nurses. [ABSTRACT FROM AUTHOR]

This study aims to identify factors related to the administrative abilities of nurses, and contribute to the improvements in education programs and arrangements for nurse administrators. We distributed a self-rating questionnaire survey to 1291 head nurses and administrative staff in positions equivalent to head nurse in 69 participating hospitals among the 172 hospitals with 300 beds or more in the Kanto and Tokai regions of Japan. The surveyed items are ability in nurse administration, demographic characteristics, support from superiors, and workplace environment. We received 984 (76.2%) responses. Excluding responses that included two or more choices to a question and where there was no response to questions of gender and administrative abilities, this left 880 (68.2%) responses which were considered valid and these were included in the further analysis. As a result of a multiple regression analysis for factors related to the administrative abilities of nurses, administrative abilities are better for head nurses who reported that "My judgment in nursing is appropriate", "I am decisive", "I can demonstrate my ability in this job", and "I fulfill my responsibilities to achieve goals in accordance with my beliefs", as well as those who participate in workshops for nurse administrators. Head nurses who showed poorer administrative abilities reported that "I am satisfied with the rewards earned", and "I became less kind to people since I became a nurse". The findings suggest that head nurses who are confident in their decision making abilities may have better administrative abilities. In addition, head nurses with low cynicism (only little of negative attitude) scores, a subscale of the burnout score, appear to have better administrative abilities. The head nurses with better administrative abilities tend to feel that they are not sufficiently rewarded for fulfilling their duties. Education programs for nurse administrators need to include measures that enable administrative staff to work with self-confidence while preventing them from developing cynical attitudes. [ABSTRACT FROM AUTHOR]

The aim of this study is to identify relationships between striving for Work-life balance (S-WLB), Sense of coherence (SOC), and intention to leave among nurses. In August of 2017, we conducted a self-administered questionnaire survey to 2239 nurses at nine public hospitals. The questionnaire included demographic environmental factors, striving for work-life balance, a 13-item SOC, the Maslach Burnout Inventory, and intention to leave. We carried out a multiple regression analysis with intention to leave as the dependent variable and others as independent variables. We obtained valid responses from 1368 full-time employed nurses (61.1%). The mean age of respondents was 36.38 ± 10.18 years, and the length of clinical experience 13.4 ± 9.65 years. The mean total score of the intention to leave was 14.58 ± 5.09. As a result of the multiple regression analysis, the S-WLB and the SOC were found to be statistically related to the intention to leave even after controlling for the confounding factor of burnout. In addition, in the satisfaction of desire level for the actual working assignment at the workplace was a significant independent factor. In this study, the full-time nursing staff had a low intention to leave score when they had high score in the S-WLB and the SOC. It was also found that the level of satisfaction with appointment to a desired assignment is a significant factor in the intention to leave. In establishing an attractive workplace for nursing staff, it is important to create a workplace environment and supports to be able to properly evaluate workplace satisfaction after assignments are made while taking into account individual SWLB and SOC functions. [ABSTRACT FROM AUTHOR]