三甲医院护士在职业生涯不同阶段中工作嵌入与离职意愿关系的研究

发布时间：2018-05-02 22:34

  本文选题：护士 + 职业生涯阶段　； 参考：《杭州师范大学》2017年硕士论文

【摘要】：研究目的:依据职业生涯阶段理论,合理划分国内护士职业生涯阶段并界定各阶段的特征。结合工作嵌入理论,分析职业生涯不同阶段,工作嵌入、离职意愿整体水平及工作嵌入各维度对护士离职意愿影响的差异性,为护理管理者制定差异化的护士留职策略、降低护士离职意愿提供参考依据。研究方法:采用整群便利抽样法,抽取杭州市3所三级甲等综合性医院的600名在职护士进行问卷调查,问卷的内容主要包括一般人口学特征、护士职业生涯阶段表、工作嵌入量表和离职意愿量表4部分。在Epidate3.1中建立数据库并录入数据,采用SPSS20.0对数据进行统计分析。采用Cronbach’s a系数、主成分和因子分析法分别测量量表的信效度;描述性分析法描述样本的一般人口学特征构成;单因素分析法分析护士一般人口学特征对离职意愿的影响,护士在4阶段的工作嵌入、离职意愿水平;多重线性回归分析护士在不同阶段工作嵌入各维度对离职意愿的影响。研究结果:(1)共发放问卷600份,回收有效问卷544份,有效回收率为90.7%。(2)544名在职护士中,确立、稳步发展、维持和下降阶段分别有126人、280人、88人和50人,占总调查人数的23.1%、51.47%、16.2%和9.2%。(3)护士职业生涯4阶段,工作嵌入得分由高到低是:维持阶段、下降阶段、确立阶段和稳步发展阶段,各阶段得分具有统计学差异,P值均小于0.05。离职意愿得分由高到低为:稳步发展阶段、确立阶段、维持阶段和下降阶段,除确立和稳步发展、维持和下降阶段两两间得分不具有统计学差异,P值均大于0.05,其他各阶段间的得分均具有统计学差异,P值均小于0.05。(4)4阶段护士离职意愿影响因素分析结果是:确立阶段护士离职意愿影响因素有组织匹配、工作年限、组织牺牲和职位;影响稳步发展阶段护士离职意愿的因素主要为组织匹配、工作年限、组织牺牲和组织联结;维持阶段,工作年限、职位、社区匹配和婚姻状况是护士离职的主要因素;下降阶段主要受年龄和组织匹配的影响。研究结论:(1)三甲医院护士在职业生涯4个阶段中:工作嵌入均处于中等水平、离职意愿处于较高水平。其中,确立阶段和稳步发展阶段护士的工作嵌入水平低于维持和下降阶段护士,而离职意愿水平高于维持和下降阶段护士。因此,管理者需给予这两阶段护士更多关注,提高工作嵌入水平、降低离职意愿。(2)三甲医院护士在职业生涯不同阶段中,工作年限、年龄等与时间相关的变量是护士离职意愿的共同影响因素;另外,影响确立和稳步发展阶段护士离职意愿的关键因素是与组织内部相关的工作内嵌入相关的因素,维持阶段、下降阶段的主要离职影响因素分别是工作外嵌入相关因素和自我实现的需要。
[Abstract]:Objective: according to the theory of career stage, the author divided the stage of professional career of nurses in China and defined the characteristics of each stage. Based on the theory of job embedding, this paper analyzed the difference of the influence of different stages of career, job embedding, the whole level of job embedding and the dimensions of job embedding on nurses' turnover intention, and worked out the differentiated nurse retention strategy for nursing managers. Reducing nurses' willingness to leave the job provides a basis for reference. Methods: a questionnaire survey was conducted among 600 nurses in 3 Grade 3A general hospitals in Hangzhou by cluster convenience sampling. The contents of the questionnaire mainly included the general demographic characteristics and the career stage of nurses. Job embeddedness scale and turnover intention scale 4. Establish database and input data in Epidate3.1, and use SPSS20.0 to analyze the data. Cronbach's a coefficient, principal component analysis and factor analysis were used to measure the reliability and validity of the scale; descriptive analysis was used to describe the general demographic characteristics of the sample; single factor analysis was used to analyze the influence of the general demographic characteristics of nurses on the turnover intention. The level of job embedding and turnover intention of nurses in four stages and the influence of multiple linear regression analysis on the turnover intention of nurses in different stages. The results of the study were as follows: (1) A total of 600 questionnaires were sent out, and 544 valid questionnaires were returned. The effective recovery rate was 90.7%. Of the 544 nurses in service, there were 126 people, 280 people, 88 people, and 50 nurses in the stage of steady development, maintenance and decline, respectively. The scores of job embedding from high to low were as follows: maintenance stage, descending stage, establishing stage and steady developing stage. There were statistical differences in the scores of each stage (P < 0.05). The scores of turnover intention from high to low are: steady development stage, establishment stage, maintenance stage and descending stage, except establishment and steady development, There was no statistical difference in the scores between the maintenance stage and the descending stage (P > 0.05), and there were statistical differences in the scores between the other stages. The results showed that the influencing factors of nurses' turnover intention in the other stages were lower than 0.05.45% and the results were as follows: The factors influencing the turnover intention of segment nurses were organized matching. Years of work, organizational sacrifices and positions; factors that affect nurses' willingness to leave at a steady stage of development are organizational matching, length of work, organizational sacrifice and organizational association; maintenance stage, length of service, position, etc. Community matching and marital status are the main factors for nurses to leave their jobs, and the decline stage is mainly influenced by age and organization matching. Conclusion: 1) in the four stages of their career, the nurses of the third Class A Hospital are in the middle level of job embeddedness and the higher level of turnover intention. Among them, the level of job embeddedness in the stage of establishment and steady development is lower than that in the stage of maintenance and decline, while the level of turnover intention is higher than that in the stage of maintenance and decline. Therefore, managers should pay more attention to nurses in these two stages, improve the level of job embeddedness and reduce their intention to leave. Age and other time-related variables are the common influencing factors of nurses' turnover intention; in addition, the key factors influencing nurses' turnover intention in the stage of establishing and developing steadily are the related factors embedded in the relevant work within the organization and the maintenance stage. The main factors affecting the turnover in the decline stage are the external embedding related factors and the need for self-actualization.
【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】：R47
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本文编号：1835767