Translation, validation and psychometric properties of Effort-Reward Imbalance questionnaire among nurses in Vietnam
- Nguyen, Phuong, Nguyen, Huy, Le, Phuong, Phung, Huyen, Dao, An, Hayashi, Kuniyoshi, Gilmour, Stuart
- Authors: Nguyen, Phuong , Nguyen, Huy , Le, Phuong , Phung, Huyen , Dao, An , Hayashi, Kuniyoshi , Gilmour, Stuart
- Date: 2022
- Type: Text , Journal article
- Relation: Preventive Medicine Reports Vol. 25, no. (2022), p.
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- Description: We translated the Effort-Reward imbalance questionnaire, an instrument for measuring work stress, into the Vietnamese language and investigated its psychometric properties among nurses in Vietnam. In a hospital-based cross-sectional study design, we sampled and interviewed 207 nurses working full-time (response rate 83%). We evaluated the internal consistency using standardized Cronbach's alpha coefficients and structural validity using confirmatory factor analysis. Discriminative validity was assessed by comparing the measured scores between age groups, gender, education levels, income groups, and job positions. In addition, we confirmed the criterion validity by investigating its association with self-reported health using simple and multiple logistic regression models. Most of the participants were female (73.3%), young (average 28.5 years old), and had education levels of college or higher (53.5%). We observed sufficient internal consistency in effort, reward, and over-commitment scales (Cronbach's alpha 0.80, 0.76, and 0.68, respectively). Confirmatory factor analysis of the three-factor hierarchical model showed an acceptable fit and fair construct validity with most moderate or stronger (>0.3) factor loading coefficients. Poor self-rated health was more likely in respondents in both Effort-Reward ratio's middle tertile (adjusted Odd-Ratio = 2.80, p-value = 0.031) and highest tertile (adjusted Odd-Ratio = 2.64, p-value = 0.05), adjusting for age, gender, and education levels. The Effort-reward imbalance scale has adequate reliability and validity for assessing work stress among nurses in Vietnam. Its significant association with poor self-rated health warrants further investigation. The validated instrument can help measure the effort-reward imbalance to manage better work-related emotional strains and mental health issues among nurses and ensure human resources' stability in healthcare in Vietnam. © 2021
- Authors: Nguyen, Phuong , Nguyen, Huy , Le, Phuong , Phung, Huyen , Dao, An , Hayashi, Kuniyoshi , Gilmour, Stuart
- Date: 2022
- Type: Text , Journal article
- Relation: Preventive Medicine Reports Vol. 25, no. (2022), p.
- Full Text:
- Reviewed:
- Description: We translated the Effort-Reward imbalance questionnaire, an instrument for measuring work stress, into the Vietnamese language and investigated its psychometric properties among nurses in Vietnam. In a hospital-based cross-sectional study design, we sampled and interviewed 207 nurses working full-time (response rate 83%). We evaluated the internal consistency using standardized Cronbach's alpha coefficients and structural validity using confirmatory factor analysis. Discriminative validity was assessed by comparing the measured scores between age groups, gender, education levels, income groups, and job positions. In addition, we confirmed the criterion validity by investigating its association with self-reported health using simple and multiple logistic regression models. Most of the participants were female (73.3%), young (average 28.5 years old), and had education levels of college or higher (53.5%). We observed sufficient internal consistency in effort, reward, and over-commitment scales (Cronbach's alpha 0.80, 0.76, and 0.68, respectively). Confirmatory factor analysis of the three-factor hierarchical model showed an acceptable fit and fair construct validity with most moderate or stronger (>0.3) factor loading coefficients. Poor self-rated health was more likely in respondents in both Effort-Reward ratio's middle tertile (adjusted Odd-Ratio = 2.80, p-value = 0.031) and highest tertile (adjusted Odd-Ratio = 2.64, p-value = 0.05), adjusting for age, gender, and education levels. The Effort-reward imbalance scale has adequate reliability and validity for assessing work stress among nurses in Vietnam. Its significant association with poor self-rated health warrants further investigation. The validated instrument can help measure the effort-reward imbalance to manage better work-related emotional strains and mental health issues among nurses and ensure human resources' stability in healthcare in Vietnam. © 2021
- Ngo, Tuan, Nguyen, Huy, Pham, Thanh, Nguyen, Tien, Vu, Kien, Pham, Minh, Phung, Dung, Thi Tran, Anh, Nguyen, Phuong, Le, Phuong, Thi Dao, An, Ngo, Hiep, Hoang, Minh
- Authors: Ngo, Tuan , Nguyen, Huy , Pham, Thanh , Nguyen, Tien , Vu, Kien , Pham, Minh , Phung, Dung , Thi Tran, Anh , Nguyen, Phuong , Le, Phuong , Thi Dao, An , Ngo, Hiep , Hoang, Minh
- Date: 2022
- Type: Text , Journal article
- Relation: International Journal of Health Planning and Management Vol. 37, no. 5 (2022), p. 2684-2696
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- Description: Objective To determine the relationship between team dynamics with healthcare coordination and clinical job satisfaction of the community health workers (CHWs). Methods A cross‐sectional study was conducted among 133 health workers (including doctors, nurses, or midwives) at 21 Commune Health Cent in Quoc Oai District, Vietnam, from July 2015 to May 2017. A self‐administered questionnaire consisting of 5‐Likert items regarding team dynamics and healthcare coordination clinical work satisfaction was utilised. Descriptive statistics and correlation matrix were applied for seven factors of team dynamic, clinical work satisfaction, and patient care coordination queried by primary care providers. Bayesian model averaging (BMA) was used to identify the predictors of the level of team dynamics and healthcare coordination. Results The mean score of overall team dynamics among the study participants was 4.08. Clinical work satisfaction and patient care coordination scores among resident physicians were higher than those of attending clinicians however, the differences were not statistically significant. The results of BMA analysis indicated that team dynamics significantly associated with clinical work satisfaction, and it explains 9% of the total variance in clinical work satisfaction. Team dynamics level was also positively associated with patient care coordination. Patient care coordination was not a significant mediator between team dynamics and clinical work satisfaction. Conclusion Team dynamics is a potential contributor to improving patient care coordination and clinical job satisfaction of CHWs. As no significant correlation between patient care coordination and clinical job satisfaction was observed, to improve team performance, providing conditions that facilitate team building and teamwork should be conducted for CHWs in CHCs. Highlights Team dynamics, healthcare coordination and clinical work satistsfaction among health professionals are critical to quality of healthcare. In lower‐middle income countries like Vietnam, little has been known about these contributors at community‐based healthcare system. Identifying that team dynamics significantly associated with both patient care coordination and clinical work satisfaction among community health workers, but this association being not mediated by patient care coordination informs healthcare planning at community level. As team dynamics is a contributor to both patient care coordination and clinical job satisfaction, improving team dynamics should be considered as one of priorities for better community healthcare in low or middle resource setting.
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