低年资护士工作场所欺负与职业认同的相关性研究

发布时间：2018-09-08 08:04

【摘要】：目的:调查低年资护士工作场所欺负和职业认同现状,探讨二者相关关系,分析职业认同影响因素,提出改善工作场所欺负措施,以提高低年资护士职业认同水平,帮助其更平稳地度过职业生涯初期,为国内相关研究提供参考依据。方法:于2016年7月至10月,采用方便抽样法从长春市3所三级甲等综合性医院抽取符合纳入标准的280名低年资护士,开展问卷调查。问卷包括三部分:一般资料调查表、中文版负性行为问卷、护士职业认同评定量表。使用软件Epidata3.0建立数据库,录入数据,使用SPSS22.0对数据进行分析。分析方法包括描述性分析、t检验、单因素方差分析、非参数秩和检验、Spearman相关分析和多元逐步回归分析。结果:1.低年资护士工作场所欺负总分范围为22~69分,总分平均分为(31.70±9.53)。三个维度得分由高到低依次为:组织不公维度(1.82±0.79)、工作相关欺负维度(1.36±0.41)、个人相关欺负维度(1.35±0.40)。低年资护士工作场所欺负发生率为53.2%。2.工作场所欺负得分在婚姻状况、用工性质、护龄和职业再选择方面的差异具有统计学意义(P(27)0.05)。3.低年资护士职业认同总分范围为74~145分,总分平均分为(106.53±15.89)。五个维度得分由高到低依次为:职业自我反思维度(3.81±0.64)、职业社会支持维度(3.78±0.53)、职业挫折应对维度(3.70±0.56)、职业社交技能维度(3.35±0.58)、职业认知维度(3.34±0.70)。低年资护士职业认同处于中等水平的比例占65.1%,处于高水平的比例为19.1%,偏低水平比例是15.7%。4.职业认同得分在年龄、婚姻状况、用工性质、月收入、护龄、职业再选择方面的差异具有统计学意义(P(27)0.05)。5.Spearman相关分析结果显示工作场所欺负及各维度与职业认同呈负相关(P(27)0.05,r=-0.455)。多元逐步回归分析结果显示,工作场所欺负、职业再选择、用工性质和年龄进入回归方程,是影响护士职业认同的相关因素,四者可以解释职业认同变异的29.6%。结论:1.低年资护士工作场所欺负发生率较高,一般人口学资料中,婚姻状况、用工性质、护龄和职业再选择四个变量对低年资护士感知工作场所欺负产生影响。2.低年资护士职业认同处于中等水平,一般人口学资料中,年龄、婚姻状况、用工性质、月收入、护龄、职业再选择六个变量对低年资护士职业认同产生影响。3.低年资护士工作场所欺负和职业认同存在负相关,工作场所欺负在一定程度上负向影响低年资护士的职业认同。4.工作场所欺负、职业再选择、用工性质和年龄是低年资护士职业认同的主要影响因素。
[Abstract]:Objective: to investigate the present situation of workplace bullying and occupational identity of junior nurses, to explore the relationship between them, to analyze the influencing factors of occupational identity, and to propose measures to improve workplace bullying in order to improve the level of occupational identity of junior nurses. To help them through the early stage of their career more smoothly, to provide a reference for relevant domestic research. Methods: from July to October 2016, 280 junior nurses who met the inclusion criteria were selected from 3 Grade 3A general hospitals in Changchun by convenient sampling method, and a questionnaire survey was carried out. The questionnaire consists of three parts: general Information questionnaire, Chinese version negative behavior questionnaire and Nurses Professional identity scale. Use software Epidata3.0 to establish database, input data, use SPSS22.0 to analyze the data. The analytical methods include descriptive analysis t-test, univariate ANOVA, non-parametric rank sum test Spearman correlation analysis and multivariate stepwise regression analysis. The result is 1: 1. The total score of workplace bullying by junior nurses was 220.69, and the average score was 31.70 卤9.53. The scores of three dimensions from high to low were: organizational injustice dimension (1.82 卤0.79), work-related bullying dimension (1.36 卤0.41), personal related bullying dimension (1.35 卤0.40). The incidence of workplace bullying among junior nurses was 53.2%. Workplace bullying scores were significantly different in marital status, nature of employment, nursing age and career re-selection (P (27). The total score of occupational identity of junior nurses was 74 / 145, and the average score was (106.53 卤15.89). The scores of the five dimensions from high to low were (3.81 卤0.64), (3.78 卤0.53), (3.70 卤0.56), (3.35 卤0.58) and (3.34 卤0.70) respectively. The proportion of junior nurses with middle level of professional identity was 65.1%, the proportion of junior nurses at high level was 19.1%, and the proportion of junior nurses with lower level was 15.70.4. The scores of occupational identity were significantly different in age, marital status, nature of employment, monthly income, nursing age, and career re-selection (P (27) .5.Spearman correlation analysis showed that workplace bullying and its dimensions were negatively correlated with occupational identity (P (27) 0.05r-0.455). The results of multiple stepwise regression analysis showed that workplace bullying, occupational re-selection, employment nature and age entering the regression equation were the relevant factors affecting nurses' professional identity, and the four could explain the variation of occupational identity. Conclusion 1. The incidence of workplace bullying among junior nurses was higher. In general demographic data, marital status, nature of employment, nursing age and occupation re-selection had an impact on perceived workplace bullying of junior nurses. 2. In the general demographic data, age, marital status, nature of employment, monthly income, nursing age, career selection have an impact on the professional identity of junior nurses. There was a negative correlation between workplace bullying and occupational identity of junior nurses, and workplace bullying had a negative effect on occupational identity of junior nurses to some extent. Workplace bullying, career re-selection, employment nature and age were the main influencing factors of junior nurses' professional identity.
【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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