三级医院ICU医护人员工作倦

发布时间：2018-01-17 23:25

本文关键词：三级医院ICU医护人员工作倦怠、工作满意度与离职意愿关系研究　出处：《青岛大学》2014年硕士论文　论文类型：学位论文

【摘要】：研究目的：本研究旨在描述医护人员工作倦怠、工作满意度和离职意愿现况；分析医护人员工作倦怠、工作满意度和离职意愿的影响因素,并对医生护士差异进行比较；阐明医护人员工作倦怠、工作满意度和离职意愿之间的作用机制,探讨工作倦怠、工作满意度与离职意愿间的关系。为采取措施提高ICU医护人员工作满意度,降低工作倦怠、离职倾向的发生提供依据,为本市行政及卫生部门制定预防和缓解医护人员工作倦怠的策略提供参考。研究方法：经各医院相关部门知情同意后,采用方便抽样对青岛市3所三级甲等医院7个ICU的250名医护人员进行问卷调查,问卷由4部分组成：①人口统计学资料；②马氏工作倦怠量表-服务行业版；③尼苏达满意度量表短式问卷；④离职意愿量表。运用均数、标准差描述ICU医护人员工作倦怠、工作满意度、离职倾向现状；运用t-检验、方差分析人口学资料对以上三方面影响并比较医生护士间的差异；运用Pearson相关分析、多元回归分析、路径分析分析三者之间关系。研究结果：三级医院ICU医护人员平均得分为离职意愿(18.12±3.76)分、内在满意度(41.04±6.72)分、外在满意度(24.15±5.79)分、总体满意度(65.19±11.75)分、情绪衰竭(22.93±8.63)分、去人格化(8.46±5.26)分、个人成就感(23.59±7.64)分。结果显示,情绪衰竭、个人成就感、内在满意度、学历、工龄、聘用方式是预测医护人员离职的主要因素。工作满意度各维度与工作倦怠各维度存在相关：工作满意度各维度与情绪衰竭、去人格化均呈负相关；工作满意度各维度与个人成就感均呈正相关。工作倦怠各维度与离职意愿存在相关：情绪衰竭、去人格化与离职意愿均呈正相关；个人成就感与离职意愿呈负相关。另外,工作满意度各维度与离职意愿均呈负相关。多元逐步回归分析结果显示,情绪衰竭、个人成就感、内在满意度、学历、工龄、聘用方式是预测医护人员离职的主要因子,这6个因素对医护人员离职意愿的解释量达34%。路径分析结果显示,工作倦怠、工作满意度和离职意愿之间的关系路径有4条,分别是工作倦怠—工作满意度—离职意愿,工作倦怠—离职意愿；工作满意度—工作倦怠—离职意愿,工作满意度—离职意愿。研究结论：医护人员工作倦怠各维度中,情绪衰竭、去人格化处于中度倦怠水平,个人成就感较低,处于高度倦怠水平；工作满意度处于中等水平；离职意愿处于较高水平。工作倦怠对离职意愿有直接正向预测作用；工作满意度对离职意愿有直接负向预测作用。
[Abstract]:Objective: the purpose of this study was to describe the status of job burnout, job satisfaction and turnover intention of health care workers. The factors influencing job burnout, job satisfaction and turnover intention of medical staff were analyzed, and the differences between doctors and nurses were compared. To clarify the mechanism between job burnout, job satisfaction and turnover intention of medical staff, and to explore the mechanism of job burnout. The relationship between job satisfaction and turnover intention. To take measures to improve job satisfaction, reduce job burnout, turnover intention to provide the basis for the adoption of measures to improve the job satisfaction of ICU medical staff. To provide a reference for the administrative and health departments to formulate strategies to prevent and alleviate job burnout of health care workers. Methods: with the informed consent of the relevant departments of each hospital, a questionnaire survey was conducted among the medical and nursing staff of 7 ICU in 3 Grade 3A hospitals in Qingdao. The questionnaire consists of four parts: 1 demographic data; (2) Markovian Job Burnout scale-Service Industry Edition; 3short questionnaire of Nisuda satisfaction scale; 4 turnover intention scale. Mean and standard deviation were used to describe the status of job burnout, job satisfaction and turnover intention of ICU medical staff. T-test and ANOVA demographic data were used to influence the above three aspects and to compare the differences between doctors and nurses. Pearson correlation analysis, multiple regression analysis, path analysis are used to analyze the relationship between the three. Results: the average score of ICU staff in tertiary hospitals was 18.12 卤3.76, and the internal satisfaction was 41.04 卤6.72). External satisfaction was 24.15 卤5.79, total satisfaction was 65.19 卤11.75, emotional exhaustion was 22.93 卤8.63). The scores of depersonalization and personal achievement were 8.46 卤5.26 and 23.59 卤7.64 respectively. The employment mode is the main factor to predict the medical staff leaving. There is correlation between the dimensions of job satisfaction and job burnout: the dimensions of job satisfaction are negatively correlated with emotional exhaustion and depersonalization; Each dimension of job satisfaction has positive correlation with personal accomplishment. Each dimension of job burnout has a positive correlation with turnover intention: emotional exhaustion, depersonalization and turnover intention; In addition, the dimensions of job satisfaction and turnover intention were negatively correlated. Multiple stepwise regression analysis showed that emotional exhaustion, personal accomplishment, internal satisfaction, academic qualifications. Length of service, employment mode is the main factor to predict the medical and nursing staff leaving, these six factors explain the turnover intention of medical and nursing staff to 34. The result of path analysis shows that job burnout. There are four paths between job satisfaction and turnover intention, which are job burnout-job satisfaction-turnover intention, job burnout-turnover intention; Job satisfaction-job burnout-turnover intention, job satisfaction-turnover intention. Conclusion: among the dimensions of job burnout, emotional exhaustion and depersonalization are at the level of moderate burnout, low sense of personal accomplishment and high level of burnout. Job satisfaction is at a moderate level; The turnover intention is at a high level. Job burnout has a direct positive predictive effect on turnover intention; Job satisfaction has a direct negative predictive effect on turnover intention.
【学位授予单位】：青岛大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：R47

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