儿科护士职业认同与离职倾向的调查研究
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摘要
目的了解儿科护士的职业认同水平和离职倾向,并分析其相关性,为管理者采取措施减少儿科护士流失提供理论依据。方法采用护士职业认同评定量表和离职倾向量表对北京市三级甲等医院的713名儿科护士进行问卷调查。结果 33.38%的儿科护士职业认同水平低。儿科护士的职业认同受年龄、工作年限、职称、家庭经济状况、婚姻状况和编制的影响。9.96%的儿科护士具有离职倾向。儿科护士离职倾向与职业认同呈负相关(P<0.01)。结论管理者应关注儿科护士的职业认同与离职倾向水平,可以通过提高儿科护士职业认同感,减少其离职倾向及离职行为。
Objective To investigate the professional identity and turnover intention among pediatric nurses, and analyze the correlation be-tween them.Provide theoretical basis for managers to take measures to reduce the loss of pediatric nurses.Method A questionnaire survey was con-ducted among 713 pediatrics nurses in 3 A-level hospitals of Beijing by the professional identify scale and turnover intention scale.Results Totally,33.38% pediatric nurses had low professional identities and 9.96% pediatric nurses showed significant turnover intention.Professional identity was re-lated to nurse's age,length of service,professional title,family economic status,marital status and establishment.It was negatively correlated with theturnover intention(P<0.01).Conclusions The professional identity and turnover intention of pediatric nurses should be paid attention.Managerscan take measures to increase the professional identity,to decrease turnover intention and behavior of pediatric nurses.
Objective To investigate the professional identity and turnover intention among pediatric nurses, and analyze the correlation be-tween them.Provide theoretical basis for managers to take measures to reduce the loss of pediatric nurses.Method A questionnaire survey was con-ducted among 713 pediatrics nurses in 3 A-level hospitals of Beijing by the professional identify scale and turnover intention scale.Results Totally,33.38% pediatric nurses had low professional identities and 9.96% pediatric nurses showed significant turnover intention.Professional identity was re-lated to nurse's age,length of service,professional title,family economic status,marital status and establishment.It was negatively correlated with theturnover intention(P<0.01).Conclusions The professional identity and turnover intention of pediatric nurses should be paid attention.Managerscan take measures to increase the professional identity,to decrease turnover intention and behavior of pediatric nurses.
引文
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[9]宋艳蕾,李静,陈颖丽,等.护士职业认同感对工作绩效的影响研究[J].护理管理杂志,2017,17(4):229-231.
[10]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].护理管理杂志,2017,17(6):444-446.
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[12]孙超,胡慧秀,王蕾,等.护士职业承诺与离职倾向关系的研究[J].护理管理杂志,2018,18(6):391-395.DOI:10.3969/j.issn.1671-315x.2018.06.003.
[13]刘变云,江华,祁艳会,等.北京市二级医院护士离职倾向及影响因素的研究[J].护理管理杂志,2017,17(2):90-92.
[14]张海燕,梁俊卿,么莉,等.我国三级医院护士执业环境的现况研究[J].护理管理杂志,2017,17(5):308-311.
[15]王萍.急诊护士护理工作环境、工作-家庭冲突与离职意愿的相关性研究[D].济南:山东大学,2014.
[16]曹园园,尚婉媛.儿童专科医院急诊护士离职意愿与离职行动影响因素相关性分析[J].齐鲁护理杂志,2015,21(19):40-43.DOI:10.3969/j.issn.1006-7256.2015.19.018.
[17]蔺敬媛,李筝,史超,等.北京地区三甲医院医生职业认同与离职倾向的关系研究[J].人力资源管理,2015(2):198-199.
[18]殷方青.儿科护士职业倦怠现状及相关因素分析[D].济南:山东大学,2015.
[19]陈秀利,李梅,谢爱玲,等.儿科护士的职业倦怠现状研究[J].护理管理杂志,2017,17(12):884-887.
[20]李瑾,蒋维连,郭阳.护理工作环境对临床护士工作沉浸的影响研究[J].护理管理杂志,2017,17(7):466-468.
[2]张艳红,张玉侠,顾莺,等.儿科护士离职原因的质性研究[J].护理学杂志,2012,27(11):61-64.DOI:10.3870/hlxzzz.2012.11.061.
[3]赵会侠,齐晓向.基层医院儿科护士离职原因分析与对策[J].基层医学论坛,2017,21(12):1546-1548.DOI:10.19435/j.1672-1721.2017.12.078.
[4]STAUFENBIEL T,KONIG C J.A model for the effects of job insecurity on performance,turnover intention and absenteeism[J].Journal of Occupational&Organizational Psychology,2010,83(1):101-117.DOI:10.1348/096317908X401912.
[5]翁清雄,席酉民.职业成长与离职倾向:职业承诺与感知机会的调节作用[J].南开管理评论,2010,13(2):119-131.
[6]刘玲.护士职业认同水平及其与工作压力、职业倦怠的相关研究[D].上海:第二军医大学,2009.
[7]COHEN A.An examination of the relationship between work commitment and work outcomes among hospital nurse[J].Scandinavian Journal of Management,1998,14(1/2):1-17.DOI:10.1016/S0956-5221(97)00033-X.
[8]王燕,闫亚敏,龚梅.临床儿科护士职业认同水平与护理冲突的相关性研究[J].护理管理杂志,2015,15(4):232-234.
[9]宋艳蕾,李静,陈颖丽,等.护士职业认同感对工作绩效的影响研究[J].护理管理杂志,2017,17(4):229-231.
[10]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].护理管理杂志,2017,17(6):444-446.
[11]赵然,方晓义.护士工作压力、A型人格与心理健康的关系研究[J].中国临床心理学杂志,2005,13(2):153-155.DOI:10.16128/j.cnki.1005-3611.2005.02.009.
[12]孙超,胡慧秀,王蕾,等.护士职业承诺与离职倾向关系的研究[J].护理管理杂志,2018,18(6):391-395.DOI:10.3969/j.issn.1671-315x.2018.06.003.
[13]刘变云,江华,祁艳会,等.北京市二级医院护士离职倾向及影响因素的研究[J].护理管理杂志,2017,17(2):90-92.
[14]张海燕,梁俊卿,么莉,等.我国三级医院护士执业环境的现况研究[J].护理管理杂志,2017,17(5):308-311.
[15]王萍.急诊护士护理工作环境、工作-家庭冲突与离职意愿的相关性研究[D].济南:山东大学,2014.
[16]曹园园,尚婉媛.儿童专科医院急诊护士离职意愿与离职行动影响因素相关性分析[J].齐鲁护理杂志,2015,21(19):40-43.DOI:10.3969/j.issn.1006-7256.2015.19.018.
[17]蔺敬媛,李筝,史超,等.北京地区三甲医院医生职业认同与离职倾向的关系研究[J].人力资源管理,2015(2):198-199.
[18]殷方青.儿科护士职业倦怠现状及相关因素分析[D].济南:山东大学,2015.
[19]陈秀利,李梅,谢爱玲,等.儿科护士的职业倦怠现状研究[J].护理管理杂志,2017,17(12):884-887.
[20]李瑾,蒋维连,郭阳.护理工作环境对临床护士工作沉浸的影响研究[J].护理管理杂志,2017,17(7):466-468.