Background Culture influences personal health habits and behavior, and healthcare personnel possess different views of cultural perspectives. Currently, an appropriate instrument to assess cultural competence in clinical practice is limited. The present study aimed to develop and examine the psychometric properties of the Nursing Cultural Competence Scale (NCCS) for clinical nurses. Methods Developing and assessing the scale was carried out in two phases: Phase I involved a qualitative research to explore the themes of nurses’ cultural competence and instrument development; Phase II established construct validity of the scale using a sample of 246 nurses in Taiwan. Data from the questionnaire were analyzed using exploratory factor analysis, confirmatory factor analysis, internal consistency and test-retest reliability. Analysis results were used to determine the reliability and validity of the developed scale. Results The results showed four factors including cultural awareness ability, cultural action ability, cultural resources application ability, and self-learning cultural ability were generated by exploratory factor analysis, and these factors explained 62.0% of total variance. Cronbach’s α of the Nursing Cultural Competence Scale was .88, and test-retest reliability correlation was .70. Conclusions The establishment of the tool will facilitate accurate monitoring of the cultural competence among nurses and nursing managers, which can inform the construction of nursing policies aimed at pledge cultural competence expansion.

Aim. The purpose of this study was to explore the associations between burnout and job satisfaction among clinical nurses. Methods: A cross-sectional survey of 295 nurses were recruited from a medical center in Taiwan. Surveys were conducted using a demographic questionnaire, a Job Satisfaction Scale, and a Job Burnout Inventory. Results: The results were as follows: (1) both of the "personal burnout" and "external satisfaction" had the highest mean subscale score; (2) there were significant differences in the "work-related burnout" and the "overall burnout" related to those having children among the participating nurses (t=2.13, 2.10 p < .05); (3) there was a statistically significant relationship between the burnout, and the job satisfaction; (4) "personal burnout", "work-related burnout", and the "overcommitment to work" were related to the "inner satisfaction" and the "external satisfaction" (p < .05). Conclusion: This study's findings may well provide guidance for the decision-making, and evidence for the need to improve job satisfaction in order to reduce burnout that may encourage nursing staff to retain their present jobs and improve the quality of care provided.

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