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Table 1 Mean values and extraction of communalities—Principal Axis Factorial analysis

From: How nurses’ job characteristics affect their self-assessed work environment in hospitals— Slovenian use of the practice environment scale of the nursing work index

Statements:

n

M

SD

Extraction Communalities

1. Adequate support services allow me to spend time with my patients.

1005

2.55

0.892

0.202

2. Physicians and nurses have good working relationships.

1003

2.85

0.751

0.487

3. A supervisory staff that is supportive of nurses.

999

2.96

0.765

0.441

4. Active staff development or continuing education programs for nurses.

993

2.77

0.829

0.633

5. Career development/clinical ladder opportunity.

1004

2.60

0.889

0.740

6. Opportunity for registered nurses to participate in policy decisions.

967

2.64

0.877

0.459

7. Physicians value nurses’ observations and judgments.

1007

2.59

0.833

0.558

8. Enough time and opportunity to discuss patient care problems with other nurses.

1008

2.56

0.831

0.288

9. Enough registered nurses on staff to provide quality patient care.

994

2.08

0.980

0.383

10. A nurse manager who is a good manager and leader.

985

3.34

0.774

0.537

11. A chief nursing officer who is highly visible and accessible to staff.

997

2.77

0.926

0.362

12. Enough staff to get the work done.

994

1.90

0.924

0.650

13. Physicians recognize nurses’ contributions to patient care.

1003

2.44

0.841

0.570

14. Praise and recognition for a job well done.

1004

2.41

0.889

0.396

15. High standards of nursing care are expected by the management.

998

2.88

0.838

0.307

16. A chief nursing officer is equal in power and authority to other top-level hospital executives.

989

2.62

0.885

0.458

17. A lot of team work between nurses and physicians.

1006

2.74

0.866

0.549

18. Opportunities for advancement.

1003

2.33

0.860

0.473

19. A clear philosophy of nursing that pervades the patient care environment.

996

2.63

0.795

0.494

20. Working with nurses who are clinically competent.

995

3.21

0.746

0.297

21. Physicians respect nurses as professionals.

1003

2.45

0.877

0.565

22. A nurse manager who backs up the nursing staff in decision making, even if the conflict is with a physician.

997

3.17

0.862

0.519

23. Management that listens and responds to employee concerns.

1000

2.58

0.866

0.474

24. An active quality assurance program.

994

2.59

0.821

0.505

25. Registered nurses are involved in the internal governance of the hospital (e.g., practice and policy committees).

976

2.72

0.846

0.555

26. Collaboration between nurses and physicians.

999

2.91

0.783

0.571

27. A preceptor program for newly hired nurses.

994

2.76

0.934

0.340

28. Nursing care is based on a nursing rather than a medical model.

978

2.68

0.759

0.389

29. Registered nurses have the opportunity to serve on hospital and nursing committees.

963

2.69

0.844

0.527

30. Physicians hold nurses in high esteem.

996

2.15

0.863

0.581

31. Written, up-to-date care plans for all patients.

990

2.76

0.903

0.254

32. Patient care assignments that foster continuity of care (i.e., the same nurse cares for the patient from one day to the next).

1001

2.15

0.944

0.191

Together (min. = 1.03; max = 3.94)

 

2.64

0.491

 
  1. Note. n – Number of answers, M – Mean on a 4-point scale (1 – Strongly Disagree, 2 – Somewhat Disagree, 3 - Somewhat Agree, 4 – Strongly Agree), SD – Standard deviation, p = P-value
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BMC Nursing

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