The present findings showed that stigma-related knowledge, employer/work place and personal contact are associated with mental health nursing staff’s general attitudes towards persons with mental illness. We found that mental health nursing staff have more positive attitudes towards persons with mental illness if their knowledge about mental illness is less stigmatized, if their work places are in the county council, and if they currently have, or have once had, a close friend with mental health problems.
In line with Hansson and co-workers (2013) we found that work places have an impact on staff members’ attitudes. In the present study, attitudes differ between staff employed by the county council and those employed by the municipalities. One reasonable explanation for this finding is that staff working in the county council (inpatient and outpatient settings) are more likely to encounter patients who recover and returns to normal life in the society, while staff working in the municipalities (in residential homes and with persons living at home) encounter patients with long-term and recurrent mental illness. This, in turn, may lead to more positive, or more negative, attitudes towards and intentions to interact with persons with mental illness in society. The fact that staff derives their attitudes from professional experiences has been shown in earlier research. A review by Ross & Goldner (2009), for example, found that mental health nurses have more negative attitudes towards patients’ recovery than does the normal population. Another possible explanation could have been education level; as seen in Table 1, agreater proportion of staff working in the county council had university degrees (registered nurses and specialized licensed nurses). However, in contrast to several other studies (e.g. Munro & Baker 2007, van der Kluit & Goossens 2011), education level did not turn out to be a significant predictor of mental health nursing staff’s attitudes towards persons with mental illness. It is evident that employer/work place and organization type are stronger predictors than education level. In the county council, nursing staff work in teams, and the more highly educated staff’s knowledge and attitudes may be transferred to and spread within the team. Earlier studies have shown that cultures, at the micro-/meso-level (Hansson et al. 2013) and the macro-level (Chambers et al. 2010), have a strong impact on staff’s attitudes towards persons with mental illness. In line with the present study, Hansson and co-workers found differences between work places, and Chambers and co-workers found differences between countries.
One interesting finding was that the only significant predictor of personal contact was that mental health nursing staff currently have, or have once had, a close friend with mental health problems. Perhaps this finding reflects more than open-mindedness, namely the voluntary nature of friendship and having an option. In the relation with a partner, a workmate or a neighbour – types of personal contact that have previously been shown to be associated with mental health staff’s attitudes (Björkman et al. 2008, van der Kluit & Goossens 2011), the alternative to select or deselect is not as obvious. The present finding thus adds new knowledge to the research area concerning what types of contact influence attitudes towards persons with mental illness (Couture & Penn 2003).
As presented in Table 1, a large proportion of staff, currently have or have had personal contact with someone with a mental health problem. Data from two random samples of the general population in England (age 25–45 years), show that 37–39% currently worked with or had worked with a person with a mental illness (Henderson et al. 2012). In the present study of mental health nursing staff, as many as 72 % have had that experience. Similar differences could be seen regarding; experiences of a neighbour 29–34% vs. 57%; experiences of a friend, 42–43% vs. 76%. A Swedish population study (Hansson 2009) using the RIBS also found significant differences in occurrence of reported behaviours when comparing persons with and without professional experience. Mental health nursing staff’s extensive personal contact with persons with mental illness reflects a so-called ‘contact hypothesis’. The simple question is which came first ‘the chicken or the egg?’ One interpretation is that personal experiences of mental illness are of importance to individuals in their career choice: another is that mental health staff are more open-minded and permissive, causing others to dare to describe and share their problems with them.
As a group, the present participants’ attitudes towards persons with mental illness were mainly positive. In comparison with data from the Swedish population (Högberg et al. 2012), they gave higher ratings and showed more favourable attitudes on all of the CAMI-S factors. [Intention to interact (one-sample t-test: mean diffe
ผลการวิจัยปัจจุบันพบว่าความรู้ที่เกี่ยวข้องกับความอัปยศ สถานที่ทำงาน/นายจ้างและผู้ติดต่อส่วนบุคคลเกี่ยวข้องกับสุขภาพจิตพยาบาลพนักงานทั่วไปทัศนคติคนเจ็บป่วยทางจิต เราพบว่า เจ้าหน้าที่พยาบาลสุขภาพจิตมีคนเจ็บป่วยทางจิตทัศนคติเชิงบวกมากขึ้นว่าความรู้เกี่ยวกับการเจ็บป่วยทางจิต น้อย stigmatized หากสถานทำงานของพวกเขาในสภาเขต และ ถ้าพวกเขาขณะนี้มี หรือเมื่อ มี เป็นเพื่อนสนิทกับปัญหาสุขภาพจิต In line with Hansson and co-workers (2013) we found that work places have an impact on staff members’ attitudes. In the present study, attitudes differ between staff employed by the county council and those employed by the municipalities. One reasonable explanation for this finding is that staff working in the county council (inpatient and outpatient settings) are more likely to encounter patients who recover and returns to normal life in the society, while staff working in the municipalities (in residential homes and with persons living at home) encounter patients with long-term and recurrent mental illness. This, in turn, may lead to more positive, or more negative, attitudes towards and intentions to interact with persons with mental illness in society. The fact that staff derives their attitudes from professional experiences has been shown in earlier research. A review by Ross & Goldner (2009), for example, found that mental health nurses have more negative attitudes towards patients’ recovery than does the normal population. Another possible explanation could have been education level; as seen in Table 1, agreater proportion of staff working in the county council had university degrees (registered nurses and specialized licensed nurses). However, in contrast to several other studies (e.g. Munro & Baker 2007, van der Kluit & Goossens 2011), education level did not turn out to be a significant predictor of mental health nursing staff’s attitudes towards persons with mental illness. It is evident that employer/work place and organization type are stronger predictors than education level. In the county council, nursing staff work in teams, and the more highly educated staff’s knowledge and attitudes may be transferred to and spread within the team. Earlier studies have shown that cultures, at the micro-/meso-level (Hansson et al. 2013) and the macro-level (Chambers et al. 2010), have a strong impact on staff’s attitudes towards persons with mental illness. In line with the present study, Hansson and co-workers found differences between work places, and Chambers and co-workers found differences between countries. ค้นหาน่าสนใจที่หนึ่งได้ว่า predictor สำคัญเฉพาะของผู้ติดต่อส่วนบุคคลที่เจ้าหน้าที่พยาบาลสุขภาพจิตขณะนี้มี หรือเมื่อ มี เป็นเพื่อนสนิทกับปัญหาสุขภาพจิต ทีนี้หาสะท้อนมากกว่า สิ่งเสพย์ติด คือธรรมชาติความสมัครใจของมิตรภาพและมีตัวเลือก ในความสัมพันธ์กับคู่ค้า workmate มี หรือเพื่อน บ้าน – ชนิดของผู้ติดต่อส่วนบุคคลที่เคยได้รับการแสดงจะเกี่ยวข้องกับสุขภาพจิตของพนักงานทัศนคติ (Björkman et al. 2008, van der Kluit และ Goossens 2011), ทางเลือกในการเลือก หรือยกเลิกไม่เป็นชัดเจน หาอยู่จึงเพิ่มความรู้ใหม่ในพื้นที่วิจัยเกี่ยวกับชนิดของอิทธิพลติดต่อทัศนคติคนเจ็บป่วยทางจิต (Couture และเพนน์ 2003) As presented in Table 1, a large proportion of staff, currently have or have had personal contact with someone with a mental health problem. Data from two random samples of the general population in England (age 25–45 years), show that 37–39% currently worked with or had worked with a person with a mental illness (Henderson et al. 2012). In the present study of mental health nursing staff, as many as 72 % have had that experience. Similar differences could be seen regarding; experiences of a neighbour 29–34% vs. 57%; experiences of a friend, 42–43% vs. 76%. A Swedish population study (Hansson 2009) using the RIBS also found significant differences in occurrence of reported behaviours when comparing persons with and without professional experience. Mental health nursing staff’s extensive personal contact with persons with mental illness reflects a so-called ‘contact hypothesis’. The simple question is which came first ‘the chicken or the egg?’ One interpretation is that personal experiences of mental illness are of importance to individuals in their career choice: another is that mental health staff are more open-minded and permissive, causing others to dare to describe and share their problems with them. As a group, the present participants’ attitudes towards persons with mental illness were mainly positive. In comparison with data from the Swedish population (Högberg et al. 2012), they gave higher ratings and showed more favourable attitudes on all of the CAMI-S factors. [Intention to interact (one-sample t-test: mean diffe
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