杭州市养老机构护理员工作倦怠影响因素及激励对策研究

发布时间：2018-05-28 16:40

  本文选题：养老机构护理员 + 工作倦怠　； 参考：《杭州师范大学》2017年硕士论文

【摘要】：目的:养老机构护理员是就职于各类养老机构,对老年人的生活进行照料、护理的服务人员。在当前长期照护服务供需失衡的情况下,养老机构护理员工作强度大、工作时间长的现象普遍,加之其服务对象的特殊性,该群体的身心健康状况及工作状态问题开始显现,工作倦怠便是其中之一。本研究旨在了解杭州市养老机构护理员的工作倦怠现状及特点;以工作要求-资源模型(JD-R模型)为依据构建杭州市养老机构护理员工作倦怠的影响因素模型并予以验证,分析护理员工作倦怠的产生机理;利用ERG理论将护理员的工作要求和工作资源与其需求相结合进行分析并探讨养老机构护理员的激励对策。方法:(1)通过文献研究法梳理养老机构护理员工作倦怠和激励相关研究,复习工作倦怠理论、工作要求-资源模型、ERG理论,为研究设计和分析提供理论依据;(2)通过实地观察为访谈和问卷设计提供参考;(3)通过方便抽样选取杭州市11家养老机构,以随机抽取的204名护理员为调查样本,使用基本情况调查表、工作要求和工作资源问卷、工作倦怠量表对其进行问卷调查;(4)借助Epidata3.1和SPSS21.0软件对问卷数据进行描述性分析、T检验、单因素方差分析、相关分析和回归分析;(5)通过非正式访谈搜集杭州市养老机构护理员的从业动机、工作要求和工作资源主观感受、工作改善期待等方面的信息,对问卷调查进行印证解释和信息补充,为探讨激励对策提供依据。结果:(1)73%的养老机构护理员具有中度或重度的情感衰竭,19.1%的护理员具有中度或重度的成就感低落,95.6%护理员去个性化水平处于轻度,且工作倦怠在多项人口学特征上的分布具有差异;(2)回归分析显示,人口学因素中年龄、从业时间、职业资质水平、宗教信仰能预测养老机构护理员的工作倦怠;在控制人口学变量后,工作要求和工作资源的部分维度可以用来预测杭州市养老机构护理员的工作倦怠。具体来说,工作负荷能正向预测情感衰竭,福利回报能正向预测情感衰竭,尊重能负向预测成就感低落,上级支持与工资水平能负向预测情感衰竭、去个性化和成就感低落;(3)工作要求由于消耗护理员自身拥有的体能和心理资源导致倦怠产生,工作资源因为没有满足护理员的主观需求导致倦怠产生,而当提供的工作资源超过护理员主观需求时,工作资源可能变成工作要求。(4)当前杭州市养老机构护理员的生存需求和关系需求最强,成长需求最弱。反映在工作要求上,表现为希望能适当降低工作负荷、增加调休时间;反映在对工作资源的需求上,表现为对同级支持、上级支持与工资水平、尊重需求较强烈,而对福利回报的需求度较低。结论:(1)杭州市养老机构护理员的工作倦怠在情感衰竭方面问题突出,需要引起重视。(2)养老机构在日常管理中应特别关注年龄偏小、从业时间短、职业资质水平低、有宗教信仰的护理员,以便预防和及时发现护理员的工作倦怠。(3)在开展护理员的倦怠缓解和激励时,可以考虑从改善工作负荷、福利回报、上级支持与工资水平、尊重入手。(4)结合当前杭州市养老机构护理员的需求情况,可以通过优化工资、工时、调休制度,开展劳动监察,推动现代科技在老年照护服务中的应用等措施保障护理员的生存需求;通过开展社工活动、加强老年照护宣传、探索志愿者组织与养老机构合作等措施保障护理员的关系需求;通过重视培养优秀基层管理者、引导护理员转变观念增强自信等措施保障护理员的成长需求。
[Abstract]:Objective: the nursing staff of the old-age institutions are inaugurated by various old-age institutions, care for the life of the elderly and the service staff. In the case of the imbalance of supply and demand for the long term care service, the nursing staffs have a large working intensity and long working time, as well as the particularity of their service objects, and the physical and mental health of the group. And job burnout is one of them. The purpose of this study is to understand the status and characteristics of job burnout of nursing staff in Hangzhou pension institutions, and to construct the influencing factors model of nurses' burnout in Hangzhou pension institutions based on the work demand resource model (JD-R model) and to verify and analyze the nursing staff. The mechanism of burnout is made, and ERG theory is used to combine the working requirements of nursing staff with work resources and their needs. Methods: (1) the study of burnout and motivation related to nursing staff in the old-age care institution is combed through literature research, and the theory of job burnout and job requirements are reviewed. Model, ERG theory, provide theoretical basis for research design and analysis; (2) through field observation for interviews and questionnaire design to provide reference; (3) through a convenient sampling of Hangzhou city 11 pension institutions, randomly selected 204 nurses as the survey sample, the use of the basic situation questionnaire, work requirements and work resources questionnaire, job burnout Questionnaire survey was carried out. (4) descriptive analysis of questionnaire data, T test, single factor analysis of variance, correlation analysis and regression analysis were carried out with the help of Epidata3.1 and SPSS21.0 software. (5) the motivation of nursing staff in Hangzhou pension institutions, job requirements and subjective feelings of work resources were collected through informal interviews. The results were as follows: (1) 73% of the nursing staff had moderate or severe emotional exhaustion, 19.1% of the nurses had moderate or severe sense of achievement, and 95.6% of the nurses were mild to the individual level, and the job burnout was in a number of people. There are differences in the distribution of oral characteristics; (2) regression analysis shows that age, employment time, professional qualification, religious belief can predict job burnout of nursing staff in the elderly, and the division of job requirements and work resources can be used to predict the work of nursing staff in Hangzhou after controlling demographic variables. Job burnout. Specifically, work load can predict emotional exhaustion, welfare return can predict emotional exhaustion, respect can negatively predict achievement sense, superior support and wage level can negatively predict emotional exhaustion, individualization and depression, and (3) work to seek the physical and psychological resources that the nursing staff own. Burnout leads to burnout, and job resources cause burnout because they do not meet the subjective needs of the caregivers. While the work resources are more than the subjective needs of the caregivers, the work resources may become work requirements. (4) the current Hangzhou nursing staff's survival demand and relationship demand is the strongest, and the growth demand is the weakest. The requirement is that it is expected to reduce the workload properly and increase the time of break down; it is reflected in the demand for work resources, showing the support of the same level, the higher level of support and the wage level, the strong respect for the demand, and the lower demand for the benefit of the welfare. (1) the job burnout of the nursing staff in Hangzhou is in the emotional exhaustion. The problems are outstanding and need to be paid attention to. (2) in the daily management, the pension institutions should pay special attention to the small age, the short employment time, the low professional qualification level, the religious belief nurses, in order to prevent and discover the job burnout of the nurses in time. (3) the improvement of the work load can be considered when the nurses are relieved and encouraged. Profit return, higher level support and salary level, respect. (4) combined with the needs of the present nursing staff in Hangzhou, we can ensure the survival of the nursing staff by optimizing the salary, working hours, regulating system, carrying out labor supervision, promoting the application of modern science and technology in the elderly care service and so on. The elderly care publicity, explore the cooperation of volunteer organizations and pension institutions to ensure the relationship between the nursing staff and other measures to ensure the needs of the nursing staff, and to ensure the growth needs of the nurses by training the excellent grass-roots managers, guiding the nurses to change their ideas and enhancing their self-confidence.
【学位授予单位】：杭州师范大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;D669.6;F719
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本文编号：1947437