护士工作投入、组织承诺与工作绩效的关系研究

发布时间：2018-06-01 08:51

本文选题：工作投入 + 组织承诺　；参考：《青岛大学》2017年硕士论文

【摘要】：目的分析临床护士工作投入、组织承诺、工作绩效的现状,分析工作绩效的影响因素,探讨三者之间的关系,为临床护理管理者提供依据。方法采用一般资料问卷、工作投入量表、组织承诺量表和护士工作绩效自评量表调查我市某三甲医院的331名临床护士,应用SPSS17.0、Amos21.0软件对相关因素进行分析研究。结果工作投入总均分2.70(2.50)分;组织承诺总均分3.60(0.60)分;工作绩效总均分2.90(0.40)。工作投入各维度得分情况:奉献3.00(2.75)分,专注2.60(2.80)分,活力2.50(2.50)分;组织承诺各维度得分情况:情感维度3.80(0.90)分,规范维度3.30(0.50)分,持续维度3.30(0.50)分;工作绩效各维度得分情况:重症监护能力3.00(0.6)分,专业发展能力3.30(0.60)分,沟通合作能力3.00(0.70)分,领导管理能力3.00(0.60)分,计划评价能力2.90(0.50)分,健康教育能力2.70(0.50)分。工作投入在工作年限、月收入上具有统计学差异;组织承诺在婚姻状况上具有统计学差异;工作绩效在工作年限、职称、月收入、科室上具有统计学差异。工作投入与组织承诺正相关(r=0.371,P0.01);组织承诺与工作绩效正相关(r=0.336,P0.01);工作投入与工作绩效正相关(r=0.362,P0.01)。在工作绩效影响因素的多元回归分析中,月收入(β=0.205)、职称(β=0.185)、组织承诺(β=0.258)、工作投入(β=0.173)进入回归方程,月收入、任职方式、工作投入、组织承诺可以解释工作绩效25.0%的变异量,除去人口学因素影响外,工作投入、组织承诺可以解释工作绩效12.2%的变异量。组织承诺的中介效应值为0.14,占总效应的41.18%。结论1.工作投入的奉献维度得分最高,活力维度得分最低,组织承诺的情感承诺维度得分最高,护士工作绩效的健康教育能力维度得分最低。工作投入在工作年限、月收入上存在显著差异;婚姻状况在组织承诺上存在显著差异;工作年限、职称、月收入在工作绩效上存在显著差异。2.护士工作投入、组织承诺、工作绩效两两均呈显著正相关。3.组织承诺、工作投入对工作绩效均具有正向预测作用。4.工作投入可直接影响护士工作绩效,也可以通过组织承诺的中介作用间接影响工作绩效,组织承诺在工作投入、工作绩效之间起着部分中介作用。
[Abstract]:Objective to analyze the present situation of clinical nurses' work engagement, organizational commitment, job performance, analyze the influencing factors of work performance, and explore the relationship between them, and provide the basis for clinical nursing administrators. Methods 331 clinical nurses were investigated by general information questionnaire, work engagement scale, organizational commitment scale and self-rating scale of nurses' work performance. The related factors were analyzed by using SPSS 17.0 Amos 21.0 software. Results the total average score of work input was 2.70 / 2.50, the total average score of organizational commitment was 3.60 / 0.60), and the total average score of job performance was 2.90 / 0.40. The scores of each dimension of work engagement were: dedication 3.00 卤2.75), focus 2.60 ~ 2.80), vitality 2.50 ~ 2.50), organizational commitment 3.80 ~ 0.90), normative 3.30 ~ 0.50), persistence 3.30 ~ 0.50). The scores of each dimension of work performance were as follows: intensive care ability 3.00 0. 6), professional development ability 3. 30 ~ 0. 60), communication and cooperation ability 3. 00 ~ 0. 70), leadership and management ability 3. 00 ~ 0. 60), planning and evaluation ability 2. 90 ~ 0. 50), health education ability 2. 70 ~ 0. 50). Work commitment in working years, monthly income has statistical differences; organizational commitment in marital status has statistical differences; job performance in working years, title, monthly income, there are statistical differences in departments. There was a positive correlation between work commitment and organizational commitment (P 0.01), a positive correlation between organizational commitment and job performance (P 0.01), and a positive correlation between work commitment and work performance. In multiple regression analysis of influencing factors of job performance, monthly income (尾 = 0.205), professional title (尾 = 0.185), organizational commitment (尾 = 0.258), work commitment (尾 = 0.173) entered the regression equation, monthly income, job style, work commitment and organizational commitment could explain 25.0% variation of work performance. Except for demographic factors and job involvement, organizational commitment can account for 12.2% variation in job performance. The intermediary effect of organizational commitment was 0.14, accounting for 41.18% of the total effect. Conclusion 1. The scores of dedication dimension were the highest, vitality dimension was the lowest, organizational commitment dimension was the highest, and nurses' work performance dimension of health education ability was the lowest. There are significant differences in working years, monthly income, marital status in organizational commitment, working years, professional title, monthly income in job performance. 2. Nurses' work commitment, organizational commitment and job performance were significantly positively correlated with each other. Organizational commitment, work commitment to job performance has a positive predictive effect. 4. Job engagement can directly affect the job performance of nurses, but also indirectly affect job performance through the intermediary role of organizational commitment. Organizational commitment plays a part of intermediary role between job engagement and job performance.
【学位授予单位】：青岛大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47

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