护士工作场所不文明行为、工作满意度及其对离职意愿的影响
|
摘要
目的评估护士工作场所不文明行为、工作满意度及其对离职意愿状况,探讨护士工作满意度在工作场所不文明行为和离职意愿间的中介作用。方法采用问卷调查法对255名工作年限>3年的护士进行测评,内容包括工作场所不文明行为、工作满意度及其离职意愿。结果护士工作场所不文明行为得分为(30.56±7.31)分,工作满意度得分为(14.76±3.80)分,离职意愿得分为(10.07±2.51)分。护士工作场所不文明行为与工作满意度呈负相关(r=-0.641,P<0.01);离职意愿与工作场所不文明行为呈正相关(r=0.884,P<0.01),与工作满意度呈负相关(r=-0.681,P<0.01)。工作满意度在工作场所不文明行为和离职意愿间起着部分中介作用。结论工作年限>3年的护士经历一定频率的工作场所不文明行为,并且对离职意愿起着正向的预测作用,同时可通过工作满意度间接影响离职意愿。
Objective To investigate the workplace incivility, job satisfaction and intent to leave among hospital nurses, and to analyze the mediating effect of job satisfaction between workplace incivility and intent to leave. Methods A questionnaire-based investigation was conducted to 255 nurses with > 3 years of work experience. Results The total score of workplace incivility assessment was(30.56±7.31), total score of job satisfaction assessment was(14.76±3.80),and the total score of the intention to leave assessment was(10.07±2.51). The workplace incivility was negatively correlated with job satisfaction(-0.641, P<0.01). The intention to leave was positively correlated with the job satisfaction(r=0.884, P<0.01), and negatively associated with job satisfaction(r=-0.681, P<0.01).The job satisfaction played as a partial mediator on workplace incivility and the intention to leave among nurses. Conclusion Nurses with > 3 years of work experience experienced the workplace incivility, which could positively predict the intent to leave. The job satisfaction may have an indirect effect on intent to leave among hospital nurses.
Objective To investigate the workplace incivility, job satisfaction and intent to leave among hospital nurses, and to analyze the mediating effect of job satisfaction between workplace incivility and intent to leave. Methods A questionnaire-based investigation was conducted to 255 nurses with > 3 years of work experience. Results The total score of workplace incivility assessment was(30.56±7.31), total score of job satisfaction assessment was(14.76±3.80),and the total score of the intention to leave assessment was(10.07±2.51). The workplace incivility was negatively correlated with job satisfaction(-0.641, P<0.01). The intention to leave was positively correlated with the job satisfaction(r=0.884, P<0.01), and negatively associated with job satisfaction(r=-0.681, P<0.01).The job satisfaction played as a partial mediator on workplace incivility and the intention to leave among nurses. Conclusion Nurses with > 3 years of work experience experienced the workplace incivility, which could positively predict the intent to leave. The job satisfaction may have an indirect effect on intent to leave among hospital nurses.
引文
[1] PEARSON A C M. Tit for Tat The Spiraling Effect of Incivility in the Workplace[J]. AMR, 1999, 24(3): 452-471.
[2] SMITH J G, MORIN K H, LAKE E T. Association of the nurse work environment with nurse incivility in hospitals[J]. J Nurs Manag, 2018, 26(2): 219-226.
[3] 孟德昕, 时宇, 谢奉哲, 等. 新入职护士经历工作场所无礼行为测量及对离职意愿影响[J]. 中国医院管理, 2017, 37(5): 62-64.
[4] CORTINA L M, KABAT-FARR D, LESKINEN E A, et al. Selective Incivility as Modern Discrimination in Organizations: Evidence and Impact[J]. Journal of Management, 2013, 39(6): 1579-1605.
[5] TSUI A S, EGAN T D, III C A O. Being Different: Relational Demography and Organizational Attachment[J]. Adm Sci Q, 1992, 37(4): 549-579.
[6] COLE M S,BRUCH H. Organizational Identity Strength, Identification, and Commitment and Their Relationships to Turnover Intention: Does Organizational Hierarchy Matter[J]. J Organ Behav, 2006, 27(5): 585-605.
[7] 温忠麟, 张雷, 侯杰泰, 等. 中介效应检验程序及其应用[J]. 心理学报, 2004, 36(5): 614-620.
[8] SPENCE LASCHINGER H K, LEITER M, DAY A, et al. Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes[J]. J J Nurs Manag, 2009, 17(3): 302-311.
[2] SMITH J G, MORIN K H, LAKE E T. Association of the nurse work environment with nurse incivility in hospitals[J]. J Nurs Manag, 2018, 26(2): 219-226.
[3] 孟德昕, 时宇, 谢奉哲, 等. 新入职护士经历工作场所无礼行为测量及对离职意愿影响[J]. 中国医院管理, 2017, 37(5): 62-64.
[4] CORTINA L M, KABAT-FARR D, LESKINEN E A, et al. Selective Incivility as Modern Discrimination in Organizations: Evidence and Impact[J]. Journal of Management, 2013, 39(6): 1579-1605.
[5] TSUI A S, EGAN T D, III C A O. Being Different: Relational Demography and Organizational Attachment[J]. Adm Sci Q, 1992, 37(4): 549-579.
[6] COLE M S,BRUCH H. Organizational Identity Strength, Identification, and Commitment and Their Relationships to Turnover Intention: Does Organizational Hierarchy Matter[J]. J Organ Behav, 2006, 27(5): 585-605.
[7] 温忠麟, 张雷, 侯杰泰, 等. 中介效应检验程序及其应用[J]. 心理学报, 2004, 36(5): 614-620.
[8] SPENCE LASCHINGER H K, LEITER M, DAY A, et al. Workplace empowerment, incivility, and burnout: impact on staff nurse recruitment and retention outcomes[J]. J J Nurs Manag, 2009, 17(3): 302-311.