Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication
Structurational Divergence Theory as Explanation for Troublesome Outcomes in Nursing Communication
复制标题
结构分歧理论作为护理沟通中麻烦结果的解释
DOI：
10.1080/10410236.2013.863139
复制
发表时间：
2015
影响因子：
3.9
通讯作者：
Patricia L. Conway
中科院分区：
文献类型：
--
作者：
A. Nicotera;Xiaoquan Zhao;M. Mahon;Emily B. Peterson;W. Kim;Patricia L. Conway
结构发散理论抓住了不相容意义结构相互渗透所导致的负交际循环。据估计，12%-15%的执业护士患有有问题的SD水平。本研究以某大型医院的713名护士(57个科室)为样本，检验了一个将SD作为护理工作满意度和离职的根解释的模型。许多变量长期以来被认为是工作满意度和离职的解释，但被假设为SD和这些结果之间的中介变量。路径分析表明，职业倦怠、角色冲突、欺凌和组织认同是有用的中介变量，可以解释68%的工作满意度差异和45%的离职意向。该研究还探讨了SD与医院质量指标之间的关系。SD是一个令人担忧的问题，因为它有力地解释了一些糟糕的结果，并为预测工作满意度和离职的一些因素提供了潜在的解释。
Structurational divergence (SD) theory captures negative communication cycles resulting from interpenetration of incompatible meaning structures. It is estimated that 12–15% of practicing nurses suffer from a problematic level of SD. With a sample of 713 nurses (57 departments) in a large hospital, this study tests a model positing SD as a root explanation of nursing job satisfaction and turnover. A number of variables long presumed to be explanations for job satisfaction and turnover were hypothesized as mediators between SD and those outcomes. Path analysis showed support for burnout, role conflict, bullying, and organizational identification as useful mediators, explaining 68% of the variance in job satisfaction, and 45% in intentions to leave. The study also explores relationships between SD and hospital quality indicators. SD is a concern because it powerfully explains a number of poor outcomes and provides an underlying explanation for a number of factors that predict job satisfaction and turnover.