护士感知的领导行为、同事支持与工作满意度相关性研究

发布时间：2018-03-26 13:22

本文选题：护士　切入点：护士长　出处：《延边大学》2017年硕士论文

【摘要】：目的:在评价护士感知的领导行为、同事支持、工作满意度水平的基础上,探讨护士感知的护士长领导行为、护士同事支持与护士工作满意度三者之间的相关性。为提高护士工作满意度、降低护士离职率寻求有效可行的途径;为促进护士身心健康、提升护士同事支持提供一定的数据资料与理论依据;为医院护理管理在促进团体团结协助和提升工作满意度方面提供参考。方法:本研究为非实验相关性研究,懫用便利抽样方法,选取四所三级甲等医院中护龄满1年的护理人员为研究对象进行间卷调查。本研究所采用的工具为一般护士人口学资料调查表、医院领导行为量表、护士群体同事支持量表以及明尼苏达满意度量表进行问卷调gＫ惺菥擞肧PSS19.0统计软件进行分析处理。结果:(1)护士长领导行为得分为(88.98±10.00)分;护士同事得分为支持(51.90±16.50)分;护士工作满意度为(82.78±12.08)分。(2)在领导行为部分维度中,不同科室的护士存在差异(p0.01);在同事支持部分维度中,不同年龄、文化程度、科室和工作收入的护士存在差异(p0.05);在工作满意度部分维度中,不同年龄、婚姻状况、护龄、科室和工作收入的护士存在差异(p0.05)。(3)各变量的相关分析显示,护士感知的领导行为得分与同事支持呈显著负相关(p0.01),与工作满意度呈显著正相关(p0.01);同事支持与工作满意度呈显著负相关(p0.01)。结论:(1)护士长领导行为对护士同事支持具有促进作用,有助于提高护士工作满意度;同事支持在一定程度上能够缓解护士的压力,从而改善护士对工作的满意程度。(2)护士对医院的护士长其领导行为做出了比较高的评价,对护士群体间同事支持做出了一般的评价,提示护士长其领导行为有待于改善,同事支持水平有待于提升。(3)护理管理者可以从提升护士群体同事支持水平的角度考虑,进而制定提高其工作满意度的策略。
[Abstract]:Objective: on the basis of evaluating nurses' perceived leadership behavior, colleagues' support, and job satisfaction level, to explore the nurses' perceived leadership behavior of head nurses. The correlation between nurses' support and nurses' job satisfaction. In order to improve nurses' job satisfaction and reduce the turnover rate of nurses, and to promote the physical and mental health of nurses, To promote the support of nursing colleagues to provide certain data and theoretical basis; to provide a reference for hospital nursing management in promoting group solidarity assistance and job satisfaction. Methods: this study is a non-experimental correlation study. With the convenient sampling method, nurses with one year nursing years in four Grade 3A hospitals were selected as the research objects. The tools used in this study were the general nurse demographics questionnaire and the hospital leadership behavior scale. The nurses' coworker support scale and Minnesota satisfaction scale were surveyed with g? K? Huh? Pensey? Results: the head nurses' leadership behavior score was 88.98 卤10.00; the nurses' colleagues' scores were 51.90 卤16.50; the nurses' job satisfaction was 82.78 卤12.08; the scores of nurses' job satisfaction was 82.78 卤12.08; the scores of nurses' job satisfaction were 82.78 卤12.08; the scores of nurses' work satisfaction were 82.78 卤12.08; the scores of nurses' colleagues were 51.90 卤16.50; The nurses in different departments had different p0.01s; the nurses with different age, education, department and income had different p0.05s in the support dimension of colleagues; in the partial dimension of job satisfaction, the nurses had different ages, marital status, nursing years. The correlation analysis of the variables between the nurses in the department and the working income (p 0.05) showed that there were significant differences between the nurses in the department and in the working income (P < 0.05). There was a significant negative correlation between nurses' perceived leadership behavior scores and colleagues' support, and a significant positive correlation between nurses' perceived leadership behavior and job satisfaction, and a significant negative correlation between colleagues' support and job satisfaction. Conclusion: 1) head nurses' leadership behavior can promote nurses' colleagues' support. It helps to improve nurses' job satisfaction; colleagues' support can alleviate the nurses' stress to a certain extent, thereby improving nurses' satisfaction with their work.) Nurses have made a higher evaluation of the nurses' leadership behavior. A general evaluation was made on the support of colleagues among nurses, indicating that the head nurses' leadership behavior needs to be improved, and the level of colleagues' support should be improved.) Nursing managers can consider improving the support level of nurses' colleagues. And then formulate strategies to improve their job satisfaction.
【学位授予单位】：延边大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47

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