published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

by Chan Yue-kai Tany, Wan Cheung-ching Ernest. / Thesis (M.B.A.)-Chinese University of Hong Kong, 1980. / Bibliography: leaves 120-121.

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

張小蘭. / "2007年8月". / 論文(哲學碩士)--香港中文大學, 2007. / 參考文獻(leaves 135-138). / "2007 nian 8 yue". / Abstract also in English. / Zhang Xiaolan. / Lun wen (zhe xue shuo shi)--Xianggang Zhong wen da xue, 2007. / Can kao wen xian (leaves 135-138). / Chapter 第一章 --- 導言 --- p.1 / Chapter 1.1 --- 研究課題 --- p.1 / Chapter 1.2 --- 文獻回顧 --- p.4 / Chapter 1.3 --- 硏究方法 --- p.8 / Chapter 1.4 --- 硏究對象 --- p.10 / Chapter 1.4.1 --- 硏究地點的選擇 --- p.10 / Chapter 1.4.2 --- 受訪者資料 --- p.12 / Chapter 1.5 --- 論文大綱 --- p.13 / Chapter 第二章 --- 護工歷史與女性就業 --- p.16 / Chapter 2.1 --- 護工職能/職業的發展 --- p.18 / Chapter 2.2 --- “護工´ح的定義 --- p.20 / Chapter 2.3 --- 護工群體特點 --- p.22 / Chapter 2.3.1 --- 護工群體的共性 --- p.22 / Chapter 2.3.2 --- 農村現况與城市中的境遇 --- p.24 / Chapter 2.4 --- 護工的組織與聯繫 --- p.29 / Chapter 2.4.1 --- 護工群體的正式組織 --- p.29 / Chapter 2.4.2 --- 護工群體的非正式組織與聯繫 --- p.30 / Chapter 2.5 --- 小結：城鄉差距造就不平等的機遇 --- p.31 / Chapter 第三章 --- 醫院系統與公司下的權力結構 --- p.33 / Chapter 3.1 --- 全景敞視下的醫院系統 --- p.35 / Chapter 3.1.1 --- 醫院系統 --- p.39 / Chapter 3.1.2 --- 總務處 --- p.41 / Chapter 3.1.3 --- 護士長、護士、醫生 --- p.44 / Chapter 3.1.4 --- 病人與病人家屬 --- p.46 / Chapter 3.2 --- 護工公司的角色 --- p.49 / Chapter 3.2.1 --- 招收及培訓 --- p.50 / Chapter 3.2.2 --- 檢查與獎罰 --- p.53 / Chapter 3.2.3 --- 分工與規訓 --- p.56 / Chapter 3.2.4 --- 福利與援助 --- p.59 / Chapter 3.3 --- 權力結構下的團結力量 --- p.60 / Chapter 3.4 --- 小結：全景敞視下的抗爭 --- p.62 / Chapter 第四章 --- 主體性：面對國家、資本與父權 --- p.64 / Chapter 4.1 --- 女性的生命歷程 --- p.65 / Chapter 4.1.1 --- 婚姻模式選擇 --- p.65 / Chapter 4.1.2 --- 婚姻一一突變的身份 --- p.69 / Chapter 4.1.3 --- 丈夫與婆婆 --- p.70 / Chapter 4.1.4 --- 中國農村中的女性 --- p.73 / Chapter 4.2 --- 主體性與性別表演 --- p.74 / Chapter 4.2.1 --- “良母´ح與“賢妻´ح --- p.74 / Chapter 4.2.2 --- 中國農村的家庭觀 --- p.78 / Chapter 4.2.3 --- “能頂半邊天´ح的女性 --- p.79 / Chapter 4.2.4 --- 未來計劃與戶籍制度 --- p.81 / Chapter 4.3 --- 能動性與資本獲得 --- p.84 / Chapter 4.3.1 --- 作爲經濟來源提供者的女性 --- p.85 / Chapter 4.3.2 --- 同ˇёإ網絡中的女性群體 --- p.88 / Chapter 4.3.3 --- 兩種轉變的平衡 --- p.90 / Chapter 4.4 --- 小結：面對國家、資本與父權 --- p.92 / Chapter 第五章 --- 社會與個體的女性特質 --- p.94 / Chapter 5.1 --- 1949年後中國大陸婦女政策與性別政治文化 --- p.96 / Chapter 5.2 --- 變動的女性特質 --- p.101 / Chapter 5.2.1 --- 傳統女性特質一一護工職業的入場券 --- p.102 / Chapter 5.2.2 --- 學做職業女性一一發展職業素養 --- p.107 / Chapter 5.2.3 --- 延續的女性特質一一農村文化影響 --- p.109 / Chapter 5.2.4 --- 漂亮而愧疾的媽媽一一城市生活的影響 --- p.113 / Chapter 5.3 --- 小結：工作與家庭一一女性特質的循環加强 --- p.114 / Chapter 第六章 --- 結論 --- p.116 / 參考書目 --- p.135

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

published_or_final_version / Nursing Studies / Master / Master of Nursing in Advanced Practice

Background: Nursing professional, up to today, is still women dominated. The consistent medical reform and scarcity of nursing labor force in China contribute to the high workload and work related pressure. On the other hand, family always plays an essential role in women’s life, especially for Chinese women. They are believed to be the principal person to provide family care. Therefore, female nurses always face the challenges in accomplishing the duty from work and family, and also face the difficulties in balancing the work-related role and family-related role. The incompatibility between work-related role and family-related role leads to work-to-family conflict. It is a kind of interrole conflict to which women are especially sensitive. Work-to-family conflict is defined as a type of interrole conflict which occurs as a result that the work related responsibilities interfere with family life. Literatures suggested that there were many aspects are significantly related to work-family conflict, such as the working model, workload, and social support. And work-family conflict was demonstrated to be associated with lower job satisfaction. Objectives: This study mainly aim to explore the relationship between shift work models and self-perceived work-to-family conflict in Chinese female nurses working in Guangzhou city hospitals. Many related aspects are also explored and we in particular focus on the effect of night shift work demand. Furthermore, we aim to detect the association between work-to-family conflict and job satisfaction among recruited sample subjects. Methods: A cross-sectional questionnaire study was conducted in several Guangzhou city hospitals. Employed female registered nurses were included. Questionnaires were delivered to nurses in hard copy or soft copy, involving categories of working model, working demand, job satisfaction, and work-to-family conflict. 315 questionnaires were delivered and 261 of them were returned with a response rate of approximately 83%. After data cleaning, total 250 valid-responded questionnaires were analyzed finally. Statistical description, subgroup analysis, linear regression analysis, and multivariable linear regression analysis were established for data analysis and hypothesis testing. Results: In this study, family financial responsibility, occupation support from family, overall workload, overtime work, organizational policy support, supervisor support were found to be significantly associated with self-perceived work-to-family conflict. The effects of night shift on work-to-family conflict were different among subject with different demographic characteristic, family role, work role, family-related support, and work-related support. Shift model was found to be significantly associated to work-to-family conflict, and day-night shift was related to higher level of work-to-family conflict. But the relationship between the frequency of night shift and work-to-family conflict was not found through the linear regression model. And it was found that there was a significant negative correlation association between work-to-family conflict and job satisfaction, meaning that higher work-to-family conflict was associated with lower job satisfaction among the sample subjects of this study. Among the six items measuring the overall job satisfaction, job autonomy, task requirement, organizational policy, and professional status were found to significantly related to work-to-family conflict level. Conclusions: The association between shift models and work-to-family conflict was confirmed but it was affected by nurses’ demographic characteristic. The frequency of night shift was not found to significantly affect the self-perceived work-to-family conflict level. And there was a significant negative relationship between work-to-family conflict and job satisfaction, where higher job satisfaction was associated with lower work-to-family conflict. / published_or_final_version / Public Health / Master / Master of Public Health