Abstract
This study examined nurses’ self-evaluation of
their nursing work, determined whether there
were variations in these self-evaluations, and
explored how work environment factors influence
them. Data were collected using a large-scale
survey (31,657 objects). We extracted the
essential principal components from the data
on self-evaluation of nursing work and identified
differences in principal component scores among
workplace classifications and age groups. We also
evaluated the relationships between scores for selfevaluation
of nursing work and work environment
factors using multiple regression models. Work
environment factors significantly affected nurses’
intention to separate from employment (adjusted R²
= 0.230) but exerted weaker effects on adequate
nursing provision (adjusted R² = 0.028) and sense
of fulfillment in nursing work (adjusted R² = 0.042).
Both individual work environments (external
factors) and nurses’ personal attributes (internal
factors) should be considered major targets in
implementing countermeasures for nurse turnover.
Among the external factors, reduction of workload
and organizational eradication of power harassment
specifically demonstrated relationships with a
sense of fulfillment in nursing work, and may act
as additional countermeasures for nurse turnover.
