ERI及工作适应障碍对临床护士离职意愿的影响研究

发布时间：2018-05-18 14:38

本文选题：护士 + ERI　；参考：《吉林大学》2017年硕士论文

【摘要】：目的:了解长春市三级甲等医院临床护士ERI、工作适应障碍和离职意愿状况;分析ERI、工作适应障碍与临床护士离职意愿相关性;探讨ERI及工作适应障碍对长春市三级甲等医院护士离职意愿的影响,提出相应建议,为减少护士ERI、减轻其工作适应障碍、为护理领导者制定管理措施及对策提供理论支持。方法:采用方便抽样法,于长春市17所三级甲等医院中抽取3所,在3所三级甲等医院中抽取内科、外科、妇产科、儿科、门诊、急诊共424名护士进行问卷调查。调查问卷包括一般人口学特征资料调查表、ERI量表、工作适应障碍量表、离职意愿量表。采用Epidata3.1对数据进行双录入,运用SPSS13.0统计学软件分析所得数据。数据采用描述性统计法、t检验、单因素方差分析、Pearson相关分析、多元线性逐步回归等统计学方法。结果:1.临床护士ERI3个维度得分为:付出总分为19.63±4.67、获得总分为35.70±7.21、超负荷总分为18.42±2.79,ERI得分1.04±0.32。不同人口学特征护士ERI得分比较显示,护士ERI在工作年限、职称、任职方式方面差异有统计学意义(p0.05)。2.临床护士工作适应障碍总分为19.23±2.27,与我国常模17.28±5.14得分相比,差异具有统计学意义(t=17.632,p0.000)。不同人口学特征的临床护士工作适应障碍得分情况比较显示,护士工作适应障碍在年龄、工作年限、文化程度、职称、工作科室、任职方式、月收入方面差异有统计学意义(p0.05)。3.临床护士离职意愿总分是13.29±2.50,总均分是2.22±0.42,三个维度的分值分别是:离职意愿Ⅰ总分是4.51±1.24,均分2.27±0.62;离职意愿Ⅱ总分是4.43±0.99,均分2.22±0.49;离职意愿Ⅲ总分为4.34±0.95,均分2.17±0.48。离职意愿处于较高水平为295人,占69.58%。不同人口学特征的临床护士离职意愿情况显示,护士离职意愿在年龄、性别、工作年限、文化程度、职称、任职方式、月收入方面差异有统计学意义(p0.05)。4.付出-获得失衡组的护士离职意愿高于平衡组,两组差异具有统计学意义(t=-7.115,p0.05);超负荷组离职意愿高于非超负荷组,两组差异具有统计学意义(t=4.853,p0.05);工作适应障碍得分高于常模者的离职意愿高于工作适应障碍得分低于常模者,两组差异具有统计学意义(t=8.636,p0.05)。5.Pearson相关分析显示,护士付出、超负荷、ERI、工作适应障碍与离职意愿呈正相关,护士获得与离职意愿呈负相关。6.多元线性逐步回归分析显示,工作适应障碍、ERI、合同制、性别、护师职称进入回归方程,是影响护士离职意愿的相关因素,可以解释43.4%离职意愿变异(R2=0.434)。护士工作适应障碍程度越低,离职意愿越低;护士ERI水平越低,离职意愿越低;合同制临床护士离职意愿比正式编制的临床护士高;在性别方面,女护士离职意愿水平低于男护士;与护士相比较,护师离职意愿较高。结论:1.护士ERI总体处于不平衡状态,工作年限、职称、任职方式是护士ERI的影响因素。护士工作适应障碍情况突出,年龄、工作年限、文化程度、职称、工作科室、任职方式、月收入是护士工作适应障碍的影响因素。护士离职意愿水平较高,年龄、性别、工作年限、文化程度、职称、任职方式、月收入是护士离职意愿的影响因素。2.付出-获得失衡、超负荷、工作适应障碍高于常模的护士离职意愿较高。护士付出、超负荷、ERI、工作适应障碍和离职意愿呈正相关,护士获得和离职意愿呈负相关。3.工作适应障碍、ERI、合同制、性别、护师职称是影响护士离职意愿的主要因素。
[Abstract]:Objective: to understand the status of ERI, ERI, the disorder of work adaptation and turnover intention, and to analyze the correlation between ERI, the obstacle of work adaptation and the turnover intention of clinical nurses, and discuss the effect of ERI and work adaptation barriers on the turnover intention of nurses in the three grade a hospital of the city, and put forward some suggestions to reduce the nurses' ERI and reduce their work. In order to adapt to the obstacles, it provides theoretical support for the nursing leaders to formulate management measures and countermeasures. Methods: using the convenient sampling method, 3 hospitals in the 17 grade a hospital of Changchun were selected, and 424 nurses in the 3 three grade hospitals were selected from the medical department, surgery, obstetrics and Gynecology, pediatrics, outpatient department and emergency department. The questionnaire included the general people. Oral characteristics data questionnaire, ERI scale, work adaptation barrier scale, turnover intention scale. Data were recorded by Epidata3.1, and SPSS13.0 statistical software was used to analyze the data. The data were analyzed by descriptive statistics, t test, single factor analysis of variance, Pearson correlation analysis, multiple linear stepwise regression and other statistical methods. Results: 1. the scores of ERI3 dimensions of clinical nurses were: total score was 19.63 + 4.67, total score was 35.70 + 7.21, total score was 18.42 + 2.79, ERI score was 1.04 + 0.32., and the scores of nurses with different demographic characteristics were compared. The difference of nurses' ERI in working years, professional titles, and job styles was statistically significant (P0.05) for.2. clinical nurses. The total score of the disorder was 19.23 + 2.27, and the difference was statistically significant (t=17.632, p0.000) compared with the 17.28 + 5.14 scores in our country. The comparison of the score of adaptation barriers for clinical nurses with different demographic characteristics showed that the adjustment obstacle of nurses was in age, working years, educational level, job title, working department, tenure, monthly income. There were statistical significance (P0.05) the total score of turnover intention of.3. clinical nurses was 13.29 + 2.50, the total average score was 2.22 + 0.42, and the scores of three dimensions were respectively: the total score of turnover intention I was 4.51 + 1.24, the average score was 2.27 + 0.62, and the total score of turnover intention II was 4.43 + 4.43 + 2.22 + 0.49. The turnover intention of clinical nurses with a higher level of 295 people, accounting for the different demographic characteristics of 69.58%. showed that there was a significant difference between the nurses' turnover intention in age, sex, working life, education, job title, job style and monthly income (P0.05).4. pay - unbalance group, the turnover intention of nurses was higher than that of the balance group, two The difference of the group was statistically significant (t=-7.115, P0.05); the turnover intention of the overloading group was higher than that of the non overload group. The two groups were statistically significant (t=4.853, P0.05), and the turnover intention of the job adaptation barrier was higher than the norm, and the score of the turnover intention was higher than that of the work adaptation disorder. The difference of the two groups was statistically significant (t=8.636, P0.05).5.Pearso N correlation analysis showed that nurses' pay, overload, ERI, job adaptation barriers were positively related to turnover intention, and the negative correlation between nurses' acquisition and turnover intention was.6. multivariate linear regression analysis, which showed that job adaptation barrier, ERI, contract system, sex, professional title of nurse entered return equation, which were related factors affecting nurses' turnover intention, which could explain 4 3.4% the change of turnover intention (R2=0.434). The lower the adaptability of nurses, the lower the turnover intention, the lower the ERI level of nurses, the lower turnover intention; the higher willingness of the nurses to leave the clinical nurses than the formal nurses; in the gender aspect, the turnover intention of the female nurses was lower than that of the male nurses; the nurses' turnover intention was higher compared with the nurses. Conclusion: 1. the total number of nurses in ERI is in a unbalanced state, working years, professional titles and working methods are the influencing factors of nurses' ERI. The conditions of nurses' work adaptation are prominent, age, working years, educational level, professional title, working department, job style, and monthly income are the factors that affect the adaptation of nurses. The level of nurses' turnover intention is higher, age and age. Gender, working life, educational level, job title, term of employment, and monthly income are the factors affecting the turnover intention of nurses.2. - gain imbalance, overload, and job adaptation barriers higher than the normal mode of nurses' turnover intention. Nurses pay, overload, ERI, job adaptation barrier and turnover intention are positively related, nurses' gain and turnover intention are negative Guan.3. work adjustment disorder, ERI, contract system, gender, nurse title is the main factor affecting nurses' turnover intention.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R47

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