療養病床に勤務する看護職における管理職と非管理職のワーク・エンゲイジメント・プロセスモデル

A Causal Model of Work Engagement Among Nursing Managers and Staff for Long-Term Care Beds

要旨

　目的：療養病床に勤務する看護職におけるワーク・エンゲイジメントの因果プロセスを検証し，管理職，非管理職の差異を明らかにする．

　方法：東北地方の療養病床の看護職1,786人に質問紙調査を実施し，有効回答1,269人を対象に共分散構造分析による因果モデルの検証と，管理職，非管理職でのモデルの差異を検証する多母集団の同時分析を行った．

　結果：個人の資源と仕事の資源を先行因子，ワーク・エンゲイジメントを媒介因子，心身の健康と仕事のパフォーマンスをアウトカムとするプロセスモデルが検証された．このプロセスは管理職，非管理職で差を認め，非管理職の先行因子からアウトカムへのプロセスには，直接効果とワーク・エンゲイジメントを媒介する間接効果が認められたが，管理職では直接効果のみが認められた．

　結論：看護管理を担う管理職は，心身の健康と仕事のパフォーマンスの向上に影響するプロセスには職位による差があることを認識し，仕事の負担や仕事の資源をサポートする必要性が示唆された．

　Objective: To determine the causal process of work engagement among nurses for long-term care beds according to nursing managers and staffs.

　Methods: A questionnaire survey was conducted with 1,786 nurses involved in long-term care beds in the Tohoku district. With 1,269 valid responses, verification of the causal model and multigroup analysis were performed using structural equation modeling.

　Results: The process model in which personal resources and job resources were the antecedent factors, work engagement was the mediating factor, and mental and physical health and work performance were the outcomes was verified. This process differentiated between nursing managers and staff. For nursing staff, the process from antecedents to outcomes had a direct effect and an indirect effect that mediated work engagement. On the other hand, the outcomes of nursing managers were directly affected by antecedent factors.

　Conclusion: These findings suggest that managers need to recognize that there are differences between positions in the processes that affect physical and mental health and work performance; managers responsible for nursing management need to support job resources and demands.