Background
Methods
Study design
Phase I -Qualitative Phase/Development of the FITT instrument
Development of an item pool
Item reduction and development of the FITT
Phase II -Quantitative Phase/Psychometrics properties of the FITT questionnaire
Pilot study
Validation of the FITT questionnaire
Sample
Data collection
Data analysis
Results
Demographic data
Training | Types of hospital | Frequency | Percentage | Cumulative Percentage |
---|---|---|---|---|
Closed sputum suction | Large/provincial | 43 | 4.7 | 4.7 |
Care and Maintenance of CVC (central venous catheter) | Large/provincial | 22 | 2.4 | 7.1 |
Modes and parameters of mechanical ventilator | Large/municipal | 25 | 2.7 | 9.8 |
First-aid technique | Small/municipal | 99 | 10.8 | 20.6 |
Nursing management | Large/provincial | 117 | 12.8 | 33.4 |
Patient safety | Large/provincial | 47 | 5.1 | 38.5 |
Policy and procedure in nursing work | Large/provincial | 75 | 8.2 | 46.7 |
Nursing documentation | Small/municipal | 26 | 2.8 | 49.5 |
Laws and regulations in health care setting | Small/municipal | 24 | 2.6 | 52.1 |
Health education knowledge | Medium/municipal | 80 | 8.7 | 60.8 |
Infection control and occupational protection | Large/municipal | 50 | 5.5 | 66.3 |
Specialist nurse knowledge | Large/municipal | 103 | 11.2 | 77.5 |
Professional ethics and etiquette | Large/municipal | 36 | 4.0 | 81.5 |
Communication skills | Small/county | 49 | 5.4 | 86.9 |
Nursing education | Large/provincial | 25 | 2.7 | 89.6 |
Nursing research | Large/municipal | 20 | 2.2 | 91.8 |
Clinical nurse specialist training (emergency) | Medium/municipal | 35 | 3.8 | 95.6 |
Clinical nurse specialist training (wound and ostomy) | Large/provincial | 40 | 4.4 | 100 |
Exploratory factor analysis
Item | Factor Loadings | Variance explained |
---|---|---|
Factor 1: managerial support | 46.973% | |
36. After the training, my supervisor gives me opportunity to use what I learned in the training. | .880 | |
38. My supervisor meets with me to work on problems I have in trying to use my training. | .879 | |
37.After the training, my supervisor gives me resources for applying what I learned in the training. | .872 | |
40. My supervisor rewards or punishes me based on my use of what I learned in the training. | .846 | |
35. My supervisor encourages me to use what I learned in the training effectively. | .800 | |
34. After the training, my supervisor sets a realistic goal for job performance based on my training. | .748 | |
39. My supervisor supervises my use of the training in the process of applying what I learned in the training. | .735 | |
33. After the training, my supervisor meets with me to discuss ways to apply the training on the job effectively. | .712 | |
41. My organization set goals for me to apply my training on the job before the training. | .694 | |
46. My organization gives me resources for applying what I learned in the training. | .688 | |
45. After the training, my organization gives me opportunity to use what I learned in the training. | .684 | |
48. My organization provides opportunity for me to update my training in the process of applying what I learned in the training. | .664 | |
23. If I successfully use the training in the workplace, I will get affirmation and reward. | .655 | |
47. The related departments give me support and coordinate with me in the process of applying what I learned in the training. | .627 | |
28. When I try to use the training in the workplace, my colleagues trust me. | .510 | |
22. If I successfully use the training in the workplace, I will get higher performance. | .483 | |
43. My organization rewards or punishes me based on my use of what I learned in the training. | .470 | |
26.My colleagues show interest in what I learned in the training. | .464 | |
27.My colleagues encourage me to use the knowledge and skills I have learned in the training. | .463 | |
29. The collaboration among my colleagues is satisfactory when I apply the training. | .403 | |
Factor 2: hindrances in the organization | 7.149% | |
31. If I try to use the training, my colleagues give me cynicism. | .755 | |
61. In my organization, my profession is not recognized. | .744 | |
62. In my organization, my professional development is limited, which makes me hard to use what I learned in training. | .737 | |
32. When I try to use the training, my colleagues persuade my supervisor not to support my use of the training. | .716 | |
30. My colleagues have a strong aversion to the use of what I learned in the training. | .707 | |
63. It is hard for me to combine my career planning with training due to the limited professional development. | .627 | |
Factor 3: validity of training program | 5.968% | |
6. The interactive atmosphere in the training could help me grasp the training content. | .872 | |
5. The training method was versatile and flexible, which helped me improve my learning efficiency. | .860 | |
7. The training method was practice-oriented, which helped me apply my learning on the job easily. | .848 | |
8. The training was trainee-centered, which facilitated my grasp of the training content. | .790 | |
4. The training will help me resolve the substantive matters in the workplace. | .752 | |
9. The trainer gave me evaluation and feedback about my learning after the training. | .731 | |
3. The training focused on the problems to be resolved in the workplace. | .716 | |
2. The training helps me improve my work capability. | .660 | |
1. The training matches my work requirements. | .640 | |
10. Prior to the training, I was clear about the purpose and request of the training. | .488 | |
Factor 4: organizational and personal facilitators | 4.586% | |
53. There is an active and enterprising spirit in my organization and the pursuit of knowledge is highly valued. | .870 | |
52. People in my organization are positive and hope to improve themselves. | .865 | |
55. In my organization my colleagues are willing to share their knowledge and experiences, collaborate and grow in the work together. | .836 | |
54. In my organization, colleagues are willing to share what they have learned in the training. | .831 | |
59. There is an atmosphere of support and acceptance in my organization. | .814 | |
58. When people encounter frustrations in the process of applying what they learned in training, my colleagues positively support them instead of counteracting their efforts. | .760 | |
60. People in my organization show tolerance for colleagues who made mistakes in the process of applying what they learned in training. | .707 | |
51. I feel confident that I can use what I learned in training effectively and resolve the problem. | .706 | |
56. My organization is open to change and advocates creativity. | .692 | |
49. I am confident in my ability to use what I learned in training if I try hard enough. | .657 | |
50. I am sure I can overcome obstacles on the job that hinder my use of what I learned in training. | .651 | |
Factor 5: personal attitude toward training transfer | 3.554% | |
15. I believe the training should be shared and applied in the organization. | .615 | |
14. The purpose of my attendance of the training is to resolve the problem in the workplace with the use of my training. | .562 | |
17. I have a duty to use the training in the workplace effectively after the training. | .555 | |
16. The application of the training is good for my personal development. | .549 | |
12. I learned actively in the training because I treasure this training opportunity. | .452 | |
18. Effective use of the training meets the requirement of the development of my organization. | .413 |