Developing a behaviour rubric for the practical model of ethical behaviour for clinical nursing.

AIM: The present study aimed to develop an ethical behaviour rubric for nurses and evaluate its reliability and validity. METHOD: This study was to designed to construct a rubric and evaluate the reliability and validity. The ethical behaviour rubric was distributed to 241 nurses and 154 were completed and returned. The intra-rater and inter-rater reliability were evaluated by intraclass correlation coefficient (ICC) for all 10 items on the ethical behaviour rubric, and the internal consistency reliability was evaluated using Cronbach's α. Construct validity was tested with explanatory factor analysis, and criterion validity was tested using the known-groups method. RESULTS: Intra-rater reliability had a high interrater agreement (ICC = 0.9), and inter-rater reliability had a high interrater agreement (ICC = 0.84). The Cronbach's α coefficient was 0.96. There was a linear correlation between the number of years of nursing experience and rubric scores p < 0.001. Exploratory factor analysis revealed 10 items loading on four factors. The result of factor analysis is that Cronbach's α was 0.93 for the first factor, 0.83 for the second factor, 0.91 for the third factor, and 0.77 for the fourth factor. CONCLUSIONS: Our rubric was found to be a valid and reliable tool for the assessment of ethical behaviour among nurses in Japan.

Relationship between assertiveness and burnout among nurse managers.

AIM: We aimed to clarify the relationship between assertiveness and burnout among nurse managers at university hospitals. METHODS: The directors at three university hospitals agreed to cooperate with our study. During a one-month period from May to June 2007, a self-administered questionnaire was distributed to 203 nurse managers (head and sub-head nurses). The Japanese version of the Rathus Assertiveness Schedule (J-RAS) and the Japanese version of the Maslach Burnout Inventory (MBI) were used as scales. Burnout was operationally defined as a total MBI score in the highest tertile. RESULTS: Valid responses were obtained from 172 nurse managers. The mean J-RAS score of the burnout group (-14.3) was significantly lower than that of the non-burnout group (-3.3). Responses about work experience and age showed no significant group difference. Total MBI score was inversely correlated with J-RAS score (R = -0.30, P < 0.01). Multiple logistic regression analyses indicated a decrease in the risk of burnout by 26% (0.74 times) for every 10 point increase in the J-RAS score, and by 60% (0.40 times) for greater satisfaction with own care provision. CONCLUSIONS: The results suggest that increasing assertiveness and satisfaction with own care provision contributes to preventing burnout among Japanese nurse managers.