乌鲁木齐三甲医院护士心理资本、组织承诺及离职意愿现况研究

发布时间：2018-12-12 20:14

【摘要】：目的：了解乌鲁木齐三级甲等医院护士心理资本、组织承诺与离职意愿的现状及其在人口学变量上的差异。探讨护士心理资本、组织承诺和离职意愿三者的关系。为乌鲁木齐三甲医院护理人力资源管理提供理论依据。方法：2012年11月至2013年7月采用多阶段随机整群抽样方法对乌鲁木齐6所三甲医院1411名护士应用一般资料调查表、心理资本量表、组织承诺量表和离职意愿量表进行问卷调查。所有资料输入EpiData建立数据库,应用SPSS19.0软件,根据资料的类型分别进行描述性统计、F检验或t检验、Pearson相关及回归分析。结果：1)乌鲁木齐三甲医院护士心理资本总得分为3.58±0.37分,各维度得分由高到低为自我效能感、希望、韧性、乐观。不同民族、年龄、工作年限、科室、职务、月收入的护士心理资本差异有统计学意义(P0.01或P0.05),多元逐步回归分析结果显示,人口学变量中科室、民族、工作年限、年龄与职务是影响护士心理资本的重要因素。2)护士组织承诺得分为3.32±0.48分,不同年龄、工作年限、科室、职务、职称、婚姻、用工性质、月收入的护士组织承诺得分差异有统计学意义(P0.01),多元逐步回归分析结果显示,年龄、工作年限、月收入、职称是影响护士组织承诺的重要因素。3)护士离职意愿得分为2.41±0.60分,不同年龄、工作年限、科室、职务、职称、婚姻、学历、月收入、用工性质的护士离职意愿得分差异有统计学意义(P0.01或P0.05),其中年龄、科室、学历、职务、工作年限是影响护士离职意愿的重要因素。4)Pearson相关分析结果显示,护士心理资本与组织承诺呈显著正相关,心理资本与离职意愿呈显著负相关,组织承诺与离职意愿呈负相关(P0.01)。回归分析结果证明护士组织承诺是心理资本与离职意愿间起中介作用。结论：乌鲁木齐三级甲等医院护士心理资本处于中等水平,有待提高,护士组织承诺处于中等偏上水平,护士离职意愿较高,研究结果提示提高护士心理资本水平,有助于提高护士组织承诺,减轻护士离职率。组织承诺作为中介变量在心理资本与离职意愿之间起重要作用。这提示护理管理者应重视提高护士心理资本、调动工作积极性、提升组织承诺从而降低护士离职意愿,维持护理队伍职业稳定性,进而提高护理工作质量和工作效率。
[Abstract]:Objective: to understand the psychological capital, organizational commitment and turnover intention of nurses in Grade 3A Hospital in Urumqi. To explore the relationship among nurses' psychological capital, organizational commitment and turnover intention. To provide a theoretical basis for the management of nursing human resources in the third Class A Hospital of Urumqi. Methods: from November 2012 to July 2013, 1411 nurses in 6 third-class hospitals in Urumqi were investigated with general information questionnaire, psychological capital scale, organizational commitment scale and turnover intention scale. All data were input into EpiData to establish database, and SPSS19.0 software was used to carry out descriptive statistics, F test or t test, Pearson correlation and regression analysis according to the type of data. Results: 1) the total score of psychological capital of nurses in Urumqi third Class A Hospital was 3.58 卤0.37. The scores of each dimension from high to low were self-efficacy, hope, toughness and optimism. There were significant differences in psychological capital of nurses with different nationalities, age, working years, department, post and monthly income (P0.01 or P0.05). The results of multiple stepwise regression analysis showed that the demographic variables included department, nationality and working years. Age and job were the important factors influencing nurses' psychological capital. 2) the scores of nurses' organizational commitment were 3.32 卤0.48, different ages, years of work, department, position, title, marriage, nature of employment, and so on. The scores of organizational commitment of nurses with monthly income were significantly different (P0.01). The results of multiple stepwise regression analysis showed that age, working years, monthly income, Job title is an important factor affecting nurses' organizational commitment. 3) the score of nurses' willingness to leave is 2.41 卤0.60, with different ages, years of service, department, position, title, marriage, education, monthly income, etc. The scores of nurses' turnover intention were significantly different (P0.01 or P0.05), in which age, department, education, position and working years were the important factors influencing nurses' turnover intention. 4) Pearson correlation analysis showed that: 1. There was a significant positive correlation between nurses' psychological capital and organizational commitment, a significant negative correlation between psychological capital and turnover intention, and a negative correlation between organizational commitment and turnover intention (P0.01). The results of regression analysis showed that organizational commitment of nurses was an intermediary between psychological capital and turnover intention. Conclusion: the psychological capital of nurses in Grade 3A Hospital of Urumqi is in the middle level, which needs to be improved. The nurses' organization commitment is at the middle level and the willingness of nurses to quit is higher. The research results suggest that the level of nurses' psychological capital should be improved. It is helpful to improve the commitment of nurses and reduce the rate of nurses'absences. Organizational commitment, as an intermediary variable, plays an important role between psychological capital and turnover intention. It is suggested that nursing managers should pay attention to improving nurses' psychological capital, arousing their work enthusiasm, promoting their organizational commitment so as to reduce nurses' willingness to quit, maintain the occupational stability of nursing staff, and then improve the quality and efficiency of nursing work.
【学位授予单位】：新疆医科大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：R47

【参考文献】