低年资护士职业获益感现状及影响因素分析
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摘要
目的:调查低年资护士职业获益感现状,并分析其影响因素。方法:采用一般资料调查问卷、护士职业获益感问卷对秦皇岛地区3所三级综合医院537名低年资护士进行调查。结果:低年资护士职业获益感得分为(112.7±25.66)分,其中自身成长维度得分最高,正向职业感知维度得分最低。多元线性回归分析结果显示:绩效方案、家庭功能、满意的职业发展规划、培训和考试、自感工作压力、人格特征是低年资护士职业获益感的主要影响因素(P<0.05)。结论:低年资护士职业获益感处于中等水平,护理管理者可根据其主要的影响因素,针对性制定提高低年资护士职业获益感的措施。
Objective: To investigate the current status of junior nurses' sense of professional gain and its influence factors. Methods: The nurses' general information questionnaire and nurses' sense of professional gain questionnaire were used to survey 537 junior nurses from three tertiary hospitals in Qinhuangdao. Results: The total score of the junior nurses' sense of professional gain was(112.70±25.66). Among all the dimensions, the average score of self-growth dimensions was the highest, while the lowest one was the positive occupation perception. Furthermore, the data were analyzed with multiple stepwise regression and showed that the satisfaction level for the performance distribution system, family function, satisfied occupation career planning, trainings and examinations, working pressure felt by themselves and personality characteristics were the main influencing factors to impact on the junior nurses' sense of professional gains(P<0.05). Conclusions: The level of junior nurses' sense of professional gains is at medium. Nursing managers should formulate measures to improve the level of junior nurses' sense of professional gains according to these main influencing factors.
Objective: To investigate the current status of junior nurses' sense of professional gain and its influence factors. Methods: The nurses' general information questionnaire and nurses' sense of professional gain questionnaire were used to survey 537 junior nurses from three tertiary hospitals in Qinhuangdao. Results: The total score of the junior nurses' sense of professional gain was(112.70±25.66). Among all the dimensions, the average score of self-growth dimensions was the highest, while the lowest one was the positive occupation perception. Furthermore, the data were analyzed with multiple stepwise regression and showed that the satisfaction level for the performance distribution system, family function, satisfied occupation career planning, trainings and examinations, working pressure felt by themselves and personality characteristics were the main influencing factors to impact on the junior nurses' sense of professional gains(P<0.05). Conclusions: The level of junior nurses' sense of professional gains is at medium. Nursing managers should formulate measures to improve the level of junior nurses' sense of professional gains according to these main influencing factors.
引文
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[3]骆宏,张菡,顾利慧.单次聚焦解决模式自我干预对护士职业倦怠的影响[J].中华护理杂志,2013,48(1):7-9.
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[8]肖晓玲,胡秋秋,刘玉萍,等.护士职业获益感及其对职业倦怠影响的研究[J].中国护理管理,2014,14(1):56-60.
[9]肖晓玲,张东华,熊丽萍,等.护士职业获益感对其工作投入的影响研究[J].护理管理杂志,2015,15(6):386-388.
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[12]刘玉玲,李星梅,马嫦梅.不同层级护士职业认同和职业获益感的差异研究[J].护理管理杂,2017,17(6):444-446.
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[14]沈傲梅,强万敏,王盈.肿瘤科护士职业获益感现状的多中心研究[J].护理管杂志,2016,16(3):685-687.
[15]毛冰佳,胡艳丽,刘晓虹,等.护士职业获益感的认知干预研究[J].中华护理杂志,2016,51(2):161-166.
[16]周家妹.新医改形势下农村社区护士绩效考核探析[J].现代护理,2013,11(17):95-96.
[17]魏伟,朱文君,周希喆,等.优化临床护士绩效薪酬体系探索:以上海某三甲综合医院为例[J].中国医院,2018,22(1):72-74.
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[20]徐军,郭玲玲,王春英,等.护士绩效考核体系的设计与探索[J].中国医院,2016,20(6):49-52.
[21]刘海娜,王艳冬,刘璟莹.护士工作家庭支持与职业成长的相关性分析[J].护理研究,2015,29(5C):1892-1893.
[22]邓建玉,彭娅,朱海华.外科护士职业倦怠及家庭功能调查分析[J].齐鲁护理杂志,2017,23(18):39-42.
[23]CHOI H,HWANG B.Clinical Education in psychiatric mental health nursing:overcoming current challenges[J].Nurse Educ Today,2016(39):109-115.
[24]许红,倪叶彬,王丽雅,等.影响低年资护士心理健康因素的研究进展[J].现代临床护理,2017,16(2):75-78.
[25]吴如容,林丽华,林小平,等.县级医院护士能力进阶分层培训需求分析[J].中国医院,2013,17(5):68-70.
[26]柯玉芳,王梦荷,向美.新入职护士职业生涯规划与其职业认同的相关性研究[J].实用临床护理学杂志,2017,2(15):3-6.
[27]韩斌如.降低护士离职率的对策与方法[J].中国医院,2014,18(5):69-70.
[28]马冬玲.护士层级管理中导入护士职业生涯规划教育对护士职业认同感的影响[J].实用临床护理学杂志,2018,3(7):151-153.
[29]王欣,陈鸣明,龚碧波,等.护理工作环境与护士职业获益感的相关性研究[J].护理研究,2016,30(1):167-171.
[30]王永红.石家庄市三甲综合医院临床护士职业获益感现状及影响因素的研究[D].河北医科大学第四医院,2017.
[31]曹楠,尹安春,特日格勒,等.护士人格特征、工作满意度与主观幸福感的相关性分析[J].护理研究,2017,31(9):1048-1052.
[32]金洁,黄乐听,朱聪,等.职业督导对护士离职意愿的干预研究[J].中国医院,2016,20(6):28-30.
[33]Chen LC,Perng SJ,Chang FM,et al.Influence of work values and personality traits on intent to stay among nurses at various types of hospital in Taiwan[J].Journal of Nursing Management,2014,24(1):30-38.
[2]许亚红,张茜,陈英.北京市三甲医院低年资护士职业倦怠现状调查及相关因素分析[J].齐鲁护理杂志,2015,21(7):27-29.
[3]骆宏,张菡,顾利慧.单次聚焦解决模式自我干预对护士职业倦怠的影响[J].中华护理杂志,2013,48(1):7-9.
[4]Peter Van Bogaert,Christoph Kowalski,Susan Mace Weeks.The relationship between nurse practice environment,nurse work characteristics,burnout and job outcome and quality of nursing care:A cross-sectional survey[J].International Journal of Nursing Studies,2013(50):1667-1677.
[5]OliverH?mmig,Rebecca Brauchli,Georg FB.Effort-reward and work-life imbalance,general stress and burnout among employees of a large public hospital in Switzerland[J].Swiss Med Wkly,2012(142):w13577.
[6]罗涛,朱伟,张华宇,等.三甲医院护士流失危机管理初探[J].中国医院,2013,17(11):64-67.
[7]胡菁,刘晓虹.护士职业获益感问卷的编制及其信效度检验[J].解放军护理杂志,2013,30(8A):1-50.
[8]肖晓玲,胡秋秋,刘玉萍,等.护士职业获益感及其对职业倦怠影响的研究[J].中国护理管理,2014,14(1):56-60.
[9]肖晓玲,张东华,熊丽萍,等.护士职业获益感对其工作投入的影响研究[J].护理管理杂志,2015,15(6):386-388.
[10]龚耀先.艾森克个性问卷在我国的修订田.心理科学通讯,1984,2(4):13-20.
[11]Smilkstein G.The physician and family function assessment[J].Fam Systen Med,1984,2(3):263-278.
[12]刘玉玲,李星梅,马嫦梅.不同层级护士职业认同和职业获益感的差异研究[J].护理管理杂,2017,17(6):444-446.
[13]鲍娟.临床护士职业获益感、工作压力与离职意愿的关联性研究[D].安徽医科大学,2014.
[14]沈傲梅,强万敏,王盈.肿瘤科护士职业获益感现状的多中心研究[J].护理管杂志,2016,16(3):685-687.
[15]毛冰佳,胡艳丽,刘晓虹,等.护士职业获益感的认知干预研究[J].中华护理杂志,2016,51(2):161-166.
[16]周家妹.新医改形势下农村社区护士绩效考核探析[J].现代护理,2013,11(17):95-96.
[17]魏伟,朱文君,周希喆,等.优化临床护士绩效薪酬体系探索:以上海某三甲综合医院为例[J].中国医院,2018,22(1):72-74.
[18]Werner RM,Polsky D.The Effect of Pay-forPerformance in Nursing Homes:Evidence from State Medicaid Programs[J].Health Serv Res,2013,48(4):1393-1414.
[19]Delobelle P,Rawlinson JL,Ntuli S,et al.Job satisfaction and turnover intent of primary healthcare nurses in rural South Africa:a questionnaire survey[J].Journal of Advanced Nursing,2011,67(2):371-383.
[20]徐军,郭玲玲,王春英,等.护士绩效考核体系的设计与探索[J].中国医院,2016,20(6):49-52.
[21]刘海娜,王艳冬,刘璟莹.护士工作家庭支持与职业成长的相关性分析[J].护理研究,2015,29(5C):1892-1893.
[22]邓建玉,彭娅,朱海华.外科护士职业倦怠及家庭功能调查分析[J].齐鲁护理杂志,2017,23(18):39-42.
[23]CHOI H,HWANG B.Clinical Education in psychiatric mental health nursing:overcoming current challenges[J].Nurse Educ Today,2016(39):109-115.
[24]许红,倪叶彬,王丽雅,等.影响低年资护士心理健康因素的研究进展[J].现代临床护理,2017,16(2):75-78.
[25]吴如容,林丽华,林小平,等.县级医院护士能力进阶分层培训需求分析[J].中国医院,2013,17(5):68-70.
[26]柯玉芳,王梦荷,向美.新入职护士职业生涯规划与其职业认同的相关性研究[J].实用临床护理学杂志,2017,2(15):3-6.
[27]韩斌如.降低护士离职率的对策与方法[J].中国医院,2014,18(5):69-70.
[28]马冬玲.护士层级管理中导入护士职业生涯规划教育对护士职业认同感的影响[J].实用临床护理学杂志,2018,3(7):151-153.
[29]王欣,陈鸣明,龚碧波,等.护理工作环境与护士职业获益感的相关性研究[J].护理研究,2016,30(1):167-171.
[30]王永红.石家庄市三甲综合医院临床护士职业获益感现状及影响因素的研究[D].河北医科大学第四医院,2017.
[31]曹楠,尹安春,特日格勒,等.护士人格特征、工作满意度与主观幸福感的相关性分析[J].护理研究,2017,31(9):1048-1052.
[32]金洁,黄乐听,朱聪,等.职业督导对护士离职意愿的干预研究[J].中国医院,2016,20(6):28-30.
[33]Chen LC,Perng SJ,Chang FM,et al.Influence of work values and personality traits on intent to stay among nurses at various types of hospital in Taiwan[J].Journal of Nursing Management,2014,24(1):30-38.