临床护士护—护合作水平与工作满意度、留职意愿的相关性研究

发布时间：2018-02-11 03:19

本文关键词： 临床护士护-护合作水平工作满意度留职意愿　出处：《锦州医科大学》2017年硕士论文　论文类型：学位论文

【摘要】：目的本研究旨在调查临床护士护-护合作水平、工作满意度及留职意愿的现状,探讨不同人口学因素在临床护士护-护合作水平、工作满意度及留职意愿方面的差异,分析护-护合作水平、工作满意度与留职意愿之间的关系,为提高临床护士护-护合作水平、工作满意度及留职意愿提供科学依据。方法本研究采用便利抽样法,应用一般资料调查表、护-护合作量表、工作满意度量表和留职意愿量表对锦州市三所三级甲等医院的561名临床护士进行问卷调查,利用SPSS 20.0对所得数据进行描述性分析、t检验、单因素方差分析、LSD分析、Games-Howell分析、Pearson相关分析和多元逐步回归分析。结果1、临床护士护-护合作水平总均分为(65.60±10.62)分,条目均分为(2.62±0.42)分,各维度得分降序排列如下:分享、专业化、沟通、冲突协调;临床护士工作满意度总均分为(64.83±11.72)分,条目均分为(3.24±0.59)分,各维度得分降序排列如下:内在满意度、外在满意度、一般满意度;临床护士留职意愿总均分为(18.10±4.21)分,条目均分为(3.02±0.70)分。2、在护-护合作水平方面,不同年龄、学历、职称、婚姻状况、聘用方式、科室、从事护理工作目的间的差别有统计学意义(P0.01);在工作满意度方面,在不同年龄、学历、职称、月薪、婚姻状况、聘用方式、科室、从事护理工作目的间的差别有统计学意义(P0.05);在留职意愿方面,在不同年龄、学历、职称、婚姻状况、聘用方式、科室、从事护理工作目的间的差别有统计学意义(P0.05)。3、相关分析结果显示,护-护合作水平总层面及各维度、工作满意度总层面及各维度与留职意愿均呈显著正相关(P0.01)。进一步多元逐步回归分析结果显示,“年龄”、“聘用方式”、“专业化”、“婚姻状况”、“学历”均能预测工作满意度,其中“聘用方式”对工作满意度有负向预测作用,其它因子均为正向预测作用,上述变量能解释总变异量的38.7%;“冲突协调”、“专业化”、“一般满意度”、“外在满意度”均能正向预测留职意愿,上述变量能解释总变异量的34.6%。结论1、临床护士的护-护合作水平处于中等偏上水平,其中“冲突协调”得分最低;工作满意度均处于中等偏上水平,其中“一般满意度”得分最低;留职意愿处于中等水平,仍有很大上升空间,管理者应予以重视,从相对较薄弱的方面着手,提高临床护士的护-护合作水平、工作满意度及留职意愿。2、管理者在实施干预措施以加强护护合作、提高工作满意度和留职意愿时,应根据临床护士的不同婚姻状况、聘用方式、年龄、学历、职称、科室、从事护理工作目的有针对性的进行。3、护-护合作水平、工作满意度与留职意愿呈显著正相关。通过加强护-护合作水平、提高护士工作满意度,特别是针对留职意愿的预测因子,例如“冲突协调”、“专业化”、“一般满意度”及“外在满意度”等,进行有效的改善举措,可在一定程度上提高临床护士的留职意愿。
[Abstract]:Objective this study aimed to investigate the clinical nurse - care level of cooperation, the status of job satisfaction and intention to stay, to explore the different demographic factors of support and the level of cooperation in support of clinical nurses, the difference of job satisfaction and intent to stay in the nursing care of - level of cooperation, the relationship between job satisfaction and turnover intention, in order to improve the protection nursing cooperation level of clinical nurses, to provide a scientific basis for job satisfaction and turnover intention. This study used convenience sampling method, with the general information questionnaire, support and support cooperation scale, job satisfaction scale and turnover intention scale questionnaire survey of 561 nurses of Jinzhou City three three hospitals, the use of SPSS 20 the data was analyzed by descriptive analysis, t test, single factor variance analysis, LSD analysis, Games-Howell analysis, stepwise regression analysis, Pearson correlation analysis and multiple results. 1, clinical nursing Who support the total average level of cooperation for support - (65.60 + 10.62) points, divided into entries (2.62 + 0.42) points, the scores in descending order as follows: specialization, sharing, communication, conflict and coordination; the total scores of clinical nurses' job satisfaction is (64.83 + 11.72) points, divided into 0.59 entries (3.24.), the scores in descending order as follows: intrinsic satisfaction, extrinsic satisfaction and general satisfaction; the total scores of clinical nurses' intention to (18.10 + 4.21) points, divided into entries (3.02 + 0.70).2, in support of support - cooperation level, different age, education, Title, marital status, employment pattern that department, engaged in the nursing work between the difference was statistically significant (P0.01); in the aspect of job satisfaction, in different age, education, job title, salary, marital status, employment, Department, engaged in the nursing work between the difference was statistically significant (P0.05); the intention to stay in different aspects, Age, education, title, marital status, employment, engaged in the nursing work between departments, the difference was statistically significant (P0.05.3), the correlation analysis showed that the nursing nursing level and the level of cooperation - the total dimensions of job satisfaction, the total level and the various dimensions and retention intention showed a significant positive correlation (P0.01) further. Multiple stepwise regression analysis showed that the "age", "employment", "professional", "marital status", "education" can predict job satisfaction, which employ the way "has a negative predictive effect on job satisfaction and other factors were positive predictors, these variables can explain 38.7% of the variance;" conflict "," professional "," general satisfaction "," external satisfaction can positively predict retention, these variables can explain 1 of the variance of 34.6%. conclusion, support and nursing cooperation of clinical nurses The level is in the middle level, the "conflict" gets the lowest score; job satisfaction is in the middle level, the "general satisfaction" was the lowest; the willingness to stay in the middle level, there is still much room for growth, managers should pay more attention to, from the relatively weak, improve the clinical nurses - nursing nursing cooperation level, job satisfaction and intent to stay in.2, the managers in the implementation of nursing intervention to strengthen nursing cooperation, improve the job satisfaction and turnover intention, according to the different marital status of clinical nurses, the employing party type, age, degree, title, Department, engaged in the nursing work to carry on the.3 support - support the level of cooperation, job satisfaction and turnover intention was positively correlated. By strengthening the support and support the level of cooperation, improve the job satisfaction of nurses, especially for predictors of retention, such as "red The coordination process "," professional "," general satisfaction "and" external satisfaction ", the effective measures to improve, can improve the clinical nurses' intention to stay in a certain extent.

【学位授予单位】：锦州医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47

【相似文献】