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Copyright of Journal of Shanghai Jiaotong University (Medical Science) is the property of Journal of Shanghai Jiaotong University (Medical Science) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Shanghai Jiaotong University (Medical Science) is the property of Journal of Shanghai Jiaotong University (Medical Science) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Journal of Shanghai Jiaotong University (Medical Science) is the property of Journal of Shanghai Jiaotong University (Medical Science) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Objective·To develop a scale for measurement of operating room nurses′ job stressor in China and analyze its reliability and validity. Methods·According to the literature review, combined with the working characteristics of the nurses in operating rooms, the first draft with 47 items was formulated by two groups of focus interviews among the operating room nursing managers and the operating room nurses. And the items were demonstrated and modified by Delphi expert consultation method to formulate the test version of Operating Room Nurses′ Job Stressor Scale. A test was conducted among the 355 nurses in operating rooms in three tertiary level A hospitals in Shanghai. The items were further screened and the scale was optimized according to the results of item analysis and exploratory factor analysis, and the reliability and the validity of the scale were analyzed. Results· Twelve items were deleted and 8 items were modified by the first round of expert consultation. The test version of Operating Room Nurses′ Job Stressor Scale with 35 items was formulated by the second round of expert consultation. Item-level content validity indexes (I-CVI) were all ≥0.78 and scale-level average content validity index (S-CVI/Ave) was 0.91. A total of 355 questionnaires were distributed and the effective recovery rate was 100%. Thirty-five items were retained after item analysis. After 7 times of exploratory factor analyses, 6 items were deleted and 29 items were remained. A total of four factors were extracted (̒̒problems in surgical nursing and patient nursing􀆳􀆳 ̒̒problems in working environment, workload and time allocation􀆳􀆳 ̒̒problems in nursing specialty and development 􀆳􀆳 and ̒̒problems in management and interpersonal relationship􀆳􀆳). The cumulative variance explanation rate of the four factors was 72.162%. The correlation coefficient between each dimension and the total score was higher than that between dimensions. S-CVI/Ave was 0.92. The internal consistency Cronbach′s α of the scale was 0.969, and those of the four dimensions were 0.936, 0.938, 0.872, and 0.943, respectively. The split-half reliability Spearman-Brown coefficient was 0.906. The retest reliability coefficient was 0.946. Conclusion·Operating Room Nurses′ Job Stressor Scale has good reliability and validity, which can be used to measure the source and degree of working pressure for the nurses in operating rooms. [ABSTRACT FROM AUTHOR]

Objective · To survey the innovation behaviors in clinical nurses in Chengdu, Sichuan and to explore the correlation of innovation climate and psychological capital with innovation behaviors. Methods · The convenience sampling method was used to select 400 nurses in Chengdu, Sichuan. Questionnaire survey was performed using the Innovation Climate Scale, Psychological Capital Questionnaire, and Nurse Innovative Behavior Scale. Results · ① The average scores of innovation behavior, innovation climate, and psychological capital were 3.14±0.82, 3.55±0.70, and 4.17±0.76, which were at the middle level. ② Innovation climate and psychological capital were negatively correlated to innovation behavior with correlation coefficients of 0.665 and 0.486, respectively (P＜0.01). ③ Stepwise multiple regression analysis showed that resource supply, management practice, position, salary, and education level accounted for 49.7% of the variance of innovation behavior. Conclusion · Improving the education level, focusing on career development, promoting remuneration, creating a climate facilitating innovation, and improving psychological capital are effective ways to improve the level of innovation behavior, increase the quality of care, and promote the development of nursing. [ABSTRACT FROM AUTHOR]