规范化培训护士职业紧张与心理弹性对适应性绩效的影响
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摘要
[目的]分析规范化培训护士职业紧张与心理弹性对适应性绩效的影响,为规范化培训护士职业健康管理提供参考。[方法]以川东北地区的10所三级医院600名规范化培训护士为对象,采用职业紧张、心理弹性量表以及适应性绩效问卷进行问卷调查,采用多水平线性模型分析职业紧张与心理弹性对适应性绩效的影响,以及二者对适应性绩效的交互作用。[结果]单独分析职业紧张、心理弹性对适应性绩效的结果显示:低职业紧张者适应性绩效得分比高职业紧张者得分高(β=0. 86,95%CI:0. 46～1. 32);高心理弹性者适应性绩效得分比低心理弹性者得分高(β=0. 98,95%CI:0. 66～1. 30);交互作用分析结果显示:低职业紧张与高心理弹性者适应性绩效得分比高职业紧张与低心理弹性组高1. 04 (95%CI:0. 76～1. 46);高职业紧张与高心理弹性组适应性绩效比参考组高0. 64 (95%CI:0. 42～1. 20);低职业紧张与低心理弹性组的适应性绩效比参考组高0. 28 (95%CI:-0. 14～0. 64)。[结论]职业紧张与心理弹性对规范化培训护士的适应性绩效有影响,而且心理弹性可以减少职业紧张对适应性绩效的影响。医院管理者应采取措施提高规范化培训护士的心理弹性,从而提高其适应性绩效水平。
Objective To analyze the impact of job strain and resilience on adaptive performance among standardized training nurses in order to provide reference for occupational health management. Methods Totally 600 standardized training nurses from 10 tertiary hospitals in northeast Sichuan,questionnaire survey was conducted by job strain,resilience scale. Analyzed the impact of job strain and resilience on adaptive performance and interaction of both of them on adaptive performance. Results The result of independently analysis of job strain and resilience on adaptive performance showed that training nurses with low job strain had higher adaptive performance( AP) than nurses with high job strain( β= 0. 86,95% CI: 0. 46 ～ 1. 32). Nurses with high resilience had higher AP than nurses with low resilience( β = 0. 98,95% CI: 0. 66 ～1. 30). Interaction analysis indicated that compared with nurses with high job strain and low resilience,nurses with low job strain and high resilience( β = 1. 04,95% CI: 0. 76 ～ 1. 46),nurses with high job strain and high resilience 0. 64( 95% CI: 0. 42 ～ 1. 20),nurses with low job strain and low resilience 0. 28( 95% CI:-0. 14 ～ 0. 64) had higher AP. Conclusions Both job strain and resilience on adaptive performance have impact to standardized training nurses. Meanwhile,resilience can mediate the relationship between job strain and AP. It suggests that hospital human resources managers should enhance resilience among standardized training nurses so as to improve the level of adaptive performance.
Objective To analyze the impact of job strain and resilience on adaptive performance among standardized training nurses in order to provide reference for occupational health management. Methods Totally 600 standardized training nurses from 10 tertiary hospitals in northeast Sichuan,questionnaire survey was conducted by job strain,resilience scale. Analyzed the impact of job strain and resilience on adaptive performance and interaction of both of them on adaptive performance. Results The result of independently analysis of job strain and resilience on adaptive performance showed that training nurses with low job strain had higher adaptive performance( AP) than nurses with high job strain( β= 0. 86,95% CI: 0. 46 ～ 1. 32). Nurses with high resilience had higher AP than nurses with low resilience( β = 0. 98,95% CI: 0. 66 ～1. 30). Interaction analysis indicated that compared with nurses with high job strain and low resilience,nurses with low job strain and high resilience( β = 1. 04,95% CI: 0. 76 ～ 1. 46),nurses with high job strain and high resilience 0. 64( 95% CI: 0. 42 ～ 1. 20),nurses with low job strain and low resilience 0. 28( 95% CI:-0. 14 ～ 0. 64) had higher AP. Conclusions Both job strain and resilience on adaptive performance have impact to standardized training nurses. Meanwhile,resilience can mediate the relationship between job strain and AP. It suggests that hospital human resources managers should enhance resilience among standardized training nurses so as to improve the level of adaptive performance.
引文
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[14] KARASEK R,BRISSON C,KAWAKAMI N,et al. The Job Content Questionnaire(JCQ):An Instrument for Internationally Comparative Assessments of Psychosocial Job Characteristics[J]. J Occup Health Psychol,1998,3(4):322-355.
[15] CONNOR KM,DAVIDSON RT. Development of a New Resilience Scale:The Connor-Davidson Resilience Scale[J]. Depression and Anxiety,2003,18(2):76-82.
[16] YU XN,Zh ANG JX. Factor Analysis And psychometric Evaluation of the Connor-Davidson Resilience Scale(CD-RISC)with Chinese people[J]. Soc Behav Pers,2007,35(1):19-30.
[17]左红霞.现阶段我国男护士职业优势及社会需求的现状[J].护理学杂志,2010,25(7):92-95.
[18]尹斐,周郁秋,贾红红,等.男护士心理资本、组织承诺与离职倾向的相关性研究[J].护理管理杂志,2012,12(2):85-87.
[19] A PRIESACK,J ALCOCK. Well-Being and Self-Efficacy in a Sample of Undergraduate nurse Students:A Small Survey study[J]. Nurse Educ Today,2015,35(5):16-20.
[20]钟新娥.新入职护士转型冲击对工作适应障碍的影响[J].护理学杂志,2017,32(6):67-69.
[21]孙新风.新入职护士心理资本及工作嵌入与工作适应的相关性研究[D].济南:山东大学,2016.
[22]蔡颖.心理弹性与压力困扰、适应的关系[D].天津:天津师范大学,2010.
[2]张含凤,李秋洁,吕冬梅.新毕业护士角色转变的研究进展[J].中华护理杂志,2011,46(11):1142-1145.
[3]骆金铠,陈静,谷水,等.北京市属医院护士规范化培训模式介绍[J].中国护理管理,2015,15(2):129-132.
[4]王旭,李健,李佳.规范化培训护士压力源与工作倦怠感调查分析[J].卫生职业教育,2016,34(24):135-137.
[5] PULAKOS ED,ARAD S,DONOVAN MA,et al. Adaptability in the Workplace:Development of Taxonomy of Adaptive Performance[J]. Journal of Applied Psychology,2000,85(4):612-624.
[6]陶祁.适应性绩效结构分析及在培训评估中的应用[J].管理科学,2006,19(2):48-54.
[7]徐大真,韩笑.新入职高校教师职业认同、心理弹性与适应性绩效的关系[J].信阳师范学院学报(哲学社会科学版),2015(4):22-26.
[8]罗艺,曹小萍,孟润堂,等.角色适应及职业紧张对护士组织氛围影响路径分析[J].中国职业医学,2014(2):191-195.
[9]刘磊.组织支持感、自我效能感与适应性绩效的关系研究[D].杭州:浙江理工大学,2013.
[10] JENSEN PM,TROLLOPE-KUMAR K,WATERS H,et al.Building Physician Resilience[J]. Cana Famil Physici,2008,54(5):722-729.
[11] HAEFFEL GJ,VARGAS I. Resilience to Depressive Symptoms:The Buffering Bffects of Enhancing Cognitive Style and Positive Life Events[J]. J Behav Thera Experim Psychia,2011,42(1):13-18.
[12] MATOS PS,NEUSHOTZ LA,GRIFFIN MJ,et al. An Exploratory Study of Resilience and Job Satisfaction among Psychiatric Nurses Working in Inpatient Units[J]. Int J Ment Health Nurs,2010,19(5):307-312.
[13]杨文杰,李健.工作场所中社会心理因素的测量—两种职业紧张检测模式的应用[J].中华劳动卫生职业病杂志,2004,22(6):422-426.
[14] KARASEK R,BRISSON C,KAWAKAMI N,et al. The Job Content Questionnaire(JCQ):An Instrument for Internationally Comparative Assessments of Psychosocial Job Characteristics[J]. J Occup Health Psychol,1998,3(4):322-355.
[15] CONNOR KM,DAVIDSON RT. Development of a New Resilience Scale:The Connor-Davidson Resilience Scale[J]. Depression and Anxiety,2003,18(2):76-82.
[16] YU XN,Zh ANG JX. Factor Analysis And psychometric Evaluation of the Connor-Davidson Resilience Scale(CD-RISC)with Chinese people[J]. Soc Behav Pers,2007,35(1):19-30.
[17]左红霞.现阶段我国男护士职业优势及社会需求的现状[J].护理学杂志,2010,25(7):92-95.
[18]尹斐,周郁秋,贾红红,等.男护士心理资本、组织承诺与离职倾向的相关性研究[J].护理管理杂志,2012,12(2):85-87.
[19] A PRIESACK,J ALCOCK. Well-Being and Self-Efficacy in a Sample of Undergraduate nurse Students:A Small Survey study[J]. Nurse Educ Today,2015,35(5):16-20.
[20]钟新娥.新入职护士转型冲击对工作适应障碍的影响[J].护理学杂志,2017,32(6):67-69.
[21]孙新风.新入职护士心理资本及工作嵌入与工作适应的相关性研究[D].济南:山东大学,2016.
[22]蔡颖.心理弹性与压力困扰、适应的关系[D].天津:天津师范大学,2010.