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International Journal of Nursing & Clinical Practices Volume 3 (2016), Article ID 3:IJNCP-207, 9 pages
https://doi.org/10.15344/2394-4978/2016/207
Research Article
Characteristics of Psychiatric Hospital Work Environment Found Attractive by Professional Nurse Administrators in Japan

Mutsuko Kataoka1*, Misao Miyagawa2, Shoko Fuji1, Hirokazu Ito3, Tetsuya Tanioka3, Yuko Yasuhara3, Beth King4 and Rozzano Locsin3

1Mifune Hospital, 366, Kubara-cho, Marugame-shi, Kagawa, 763-0073, Japan
2Depertment of Nursing, Faculty of Health and Welfare, Tokushima Bunri University, Japan
3Department of Nursing, Institute of Biomedical Sciences, Tokushima University Graduate School, Japan
4Christine E. Lynn College of Nursing, Florida Atlantic University, 777 Glades Road, Boca Raton, Florida, USA
Mutsuko Kataoka, Mifune Hospital, 366, Kubara-cho, Marugame-shi, Kagawa, 763-0073, Japan, Tel: +81-877-23-2341, Fax: +81-877- 23-2344; E-mail: m1_kataoka@hotmail.com
09 October 2016; 02 November 2016; 04 November 2016
Kataoka M, Miyagawa M, Fuji S, Ito H, Tanioka T, et al. (2016) Characteristics of Psychiatric Hospital Work Environment Found Attractive by Professional Nurse Administrators in Japan. Int J Nurs Clin Pract 3: 207. doi: https://doi.org/10.15344/2394-4978/2016/207

Abstract

Purpose: The purpose of this study is to identify characteristics of work environments in psychiatric hospitals which are appealing to nurses. Understanding characteristics of work environments of psychiatric hospital nurses can lead to attracting nurses to work in this environment, thereby increasing human resources and alleviating nurse-staffing problems.
Methods: Questionnaire copies focusing on staffing shortages of nurses in psychiatric hospitals were provided to 277 psychiatric hospital nurse administrators in Japan from May-April 2016. Data analyses included descriptive and multivariate statistics. Factor analysis together with the Kaiser-Meyer-Olkin and the Bartlett’s test of Sphericity were used to assess adaptive validity. Factor loadings were set at 0.4 or more for the configuration of items, while internal consistency and reliability of the assessment data scores were done using Cronbach’s alpha coefficient. Mean factor points were calculated and student's t-test and one-way analysis of variance were performed. Significance probability level was set at 0.001.
Results: Factor analysis revealed nine factors: (1) Educational system, (2) Reputation at hospitals, (3) Support system for acquisition of certificate of clinical nurse specialist/certified nurse, (4) Reputation at hospitals as places of employment, (5) Knowledge of nursing philosophy and of culture of working places, (6) Reputation of teaching for students’ clinical practice, (7) Working hours and leave privileges, (8) Salary and other allowances, (9) Support system for license acquisition. Data revealed that nurse administrators who employed new graduate registered nurses found their hospitals' attractive points were: educational system, support system to acquire certificate of clinical nurse specialist, reputation of hospital as place of employment, knowledge of nursing philosophy and culture of working places, teaching students' clinical practice, and salary and other allowances.
Conclusion: Nurse administrators who have no difficulty recruiting nursing staff recognized that their hospital environments were considered appealing based on working hours and leave privileges.