临床护士工作场所社会资本、授权赋能与工作嵌入的相关性研究

发布时间：2018-05-25 22:32

本文选题：临床护士 + 工作场所社会资本　；参考：《延边大学》2017年硕士论文

【摘要】：目的:了解吉林省三级甲等综合医院临床护士工作场所社会资本、授权赋能与工作嵌入的水平状况;探讨吉林省三级甲等综合医院临床护士工作场所社会资本、授权赋能与工作嵌入的影响因素及三者间的关系;为提高临床护士工作积极性,降低临床护士的离职率,提供理论支持。方法:本研究为非实验性研究,便利抽取吉林省4家三级甲等综合医院的479名临床护士作为研究对象。研究工具分别为临床护士一般人口学特征、工作场所社会资本量表、授权赋能量表和工作嵌入量表。利用SPSS19.0统计软件对整理好的数据进行统计分析。结果:(1)临床护士工作场所社会资本总得分为(34.54±5.05),平均分为(4.31±0.63)。临床护士工作场所社会资本各维度得分由高到低排序,依次为结构型、认知型。不同年龄、婚姻、学历、护龄、职称、工作类型及工作动机的临床护士得分差异具有统计学意义(p0.05,p0.01)。(2)临床护士授权赋能总得分为(46.49±6.11),平均分为(3.87±0.50)。临床护士授权赋能各维度得分由高到低排序,依次为自我效能、工作意义、自主性及工作影响。不同的年龄、学历、科室、职务、职称、收入、夜班数、工作动机的临床护士得分差异具有统计学意义(p0.05,p0.01)。(3)临床护士工作嵌入总得分为(124.75± 16.89),平均分为(3.37±0.45)。临床护士工作嵌入各维度得分由高到低排序,依次为组织匹配、社区匹配、社区牺牲、组织牺牲、组织联结及社区联结。不同年龄、婚姻状况、科室、护龄、职称、基本收入、月夜班数、工作动机(p0.05,p0.01)。(4)临床护士工作场所社会资本、授权赋能和工作嵌入之间存在显著正相关(p0.01)。结论:临床护士对工作场所社会资本越高,其授权赋能水平就越高;临床护士对授权赋能水平越高,其工作嵌入水平就越高;护士的工作场所社会资本越高,其工作嵌入水平就越高。
[Abstract]:Objective: to understand the status of workplace social capital of clinical nurses in Grade 3A General Hospital of Jilin Province, and to explore the social capital of clinical nurses in Grade 3A General Hospital of Jilin Province. The influence factors of empowerment and job embedding and the relationship among them provide theoretical support for improving the enthusiasm of clinical nurses and reducing the turnover rate of clinical nurses. Methods: in this study, 479 clinical nurses from 4 Grade 3A general hospitals in Jilin province were selected as subjects. The research tools were the general demographic characteristics of clinical nurses, the workplace social capital scale, the empowerment energy table and the job embedding scale. The statistical software of SPSS19.0 is used to analyze the data. Results the total score of social capital of clinical nurses in the workplace was 34.54 卤5.05, with an average score of 4.31 卤0.63. The scores of each dimension of social capital in the workplace of clinical nurses ranked from high to low, followed by structural type and cognitive type. The scores of clinical nurses with different age, marriage, educational background, nursing age, professional title, job type and working motivation were significantly different (P < 0.05). The total score of empowerment of clinical nurses was 46.49 卤6.11, with an average score of 3.87 卤0.50. The scores of each dimension of empowerment of clinical nurses ranged from high to low, followed by self-efficacy, job meaning, autonomy and job impact. The scores of clinical nurses with different age, academic background, department, position, title, income, number of night shifts and working motivation were statistically significant (P < 0.05). The total score of job embedding of clinical nurses was 124.75 卤16.89g, with an average score of 3.37 卤0.45. The scores of clinical nurses in each dimension ranged from high to low, followed by organization matching, community sacrifice, organization association and community association. Different ages, marital status, department, nursing age, professional title, basic income, monthly night shift, work motivation, social capital of clinical nurses in the workplace, there was a significant positive correlation between empowerment and work embedding. Conclusion: the higher the social capital of clinical nurses to the workplace, the higher the level of empowerment, the higher the level of job embeddedness, the higher the social capital in the workplace of nurses, the higher the level of empowerment, the higher the level of job embeddedness, the higher the level of social capital in the workplace of nurses. The higher the level of work embeddedness.
【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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