| ObjectiveThis study is to research the status quo including both nursing human resources management and nurse job satisfaction in operating room. It is in the aim of finding the effective factors and relevance between nurse job satisfaction and the management of nursing personnel resource in operating room, and providing theoretical guidelines for head-nurse selecting management and training process.MethodsThis is a cross-sectional research with transformational subscale and job satisfaction measurement scale as survey tools. And the participants also have to report some demographic variables.310 nurses participating in this research are from four hospitals, which are FuWai hospital in Beijing, Provincial Tumor Hospital of Shenyang, two affiliated hospitals of China Medical University. SPSS 13.0 is used for data analysis.The status quo including both general demographic information and the working situation of OR nurse, are described with ratio. The scores of general job satisfaction and its different dimensions are described by adopting the methods of Mean and Standard Deviation in statistics. The relationship between the general demographic information and different job satisfaction's dimensions is analyzed by using the analysis of variance (ANOVA) or T-test, which is same used between the working situation of OR nurses and different job satisfaction's dimensions. Then multivariate step linear regression is used to analyze the influence of general demographic information and the working situation of OR nurses on the general job satisfaction. Results1.The educational background of the most surveyed nurses is junior high school level or high school diploma level, the proportion is more than half of the status,which is the same of the proportion of employed nurses.The salary level is low.2. The level of the general job satisfaction score of the surveyed nurses is intermediate.The recognition and praise is the highest among the nine aspects of job satisfaction and the alary and welfare is the lowest. The nine subscales of job satisfaction in ascending sequence are "salary and welfare", "work-family balance" "administration and hospital policy", "professional opportunities", "scheduling and work conditions", "interpersonal relationship", "professional traits", "performance and responsibility", "recognition and praise".3. The result of SMLR is that the influent factors of overall job satisfaction are daily working hours, continuing education in section and in hospital. Nurse job satisfaction is higher which nurses are trained once a week in hospital and per month in section than other frequencies on six different dimensions.4.Different professional group is the influent factor of "scheduling and work conditions"..5. Different rotation frequency has different influence on nurse job satisfaction on dimensions of "professional opportunities", "recognition and praise", "scheduling and work conditions", "professional traits", "administration and hospital policy".6. There have not differences between elastic nursing team arrangement or not.Conclusions1. The total personality of OR nurses is need to be improved. The administration of OR should establish a sound management system to improve the structure of human resources in operating room.2.The level of the general job satisfaction is intermediate. Managers should select improvements in the methods of management to increase the job satisfaction of OR nurses.3. The influent factors of overall job satisfaction are daily working hours, continuing education in section and in hospital. Training once a week in section and per month in hospital are effective way to improve nurse job satisfaction. 4.The OR managers should use scientific methods to improve the working mode. The effective way to improve the sustainable development of OR nurses and nursing profession is re-engineering work processes and job content with the help of different departments in hospital. It is also a effective method to improve the nurse job satisfaction.
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