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目的探讨某军队医院各科室聘用制护士人格特征的差异及其与组织承诺、离职倾向的相关关系,为护理人力资源管理提供科学依据。方法采用护士心理调查问卷(包括护士工作满意度量表、组织承诺量表、离职倾向量表和艾森克人格量表)对各个科室一线聘用制护士进行调查,分析各科室护士人格特征的差异及其与组织承诺、离职倾向的相关关系。结果发现P,N,L3个维度上各组存在统计学差异(P<0.05)。维度E与情感承诺、维度N与规范承诺呈负相关关系,有统计学意义(P<0.05)。维度P与离职倾向、维度N与继续承诺呈负相关关系,维度L与离职倾向呈正相关关系,有显著性差异(P<0.01)。结论医院管理部门应将心理检测纳入护理人才招聘工作,根据人格特征理论筛选护士;同时,领带层应该使相关奖励机制和晋升政策公开透明,并征求意见建议,增强护理员工满意度。工作安排上强调人与事相宜,事与职匹配,充分发挥其作用,保证医疗护理质量。
Objective To explore the differences of personality traits between employed nurses in various military hospitals and their relationship with organizational commitment and turnover intention so as to provide a scientific basis for nursing human resources management. Methods Nurses psychological questionnaire (including nurses ’job satisfaction scale, organizational commitment scale, turnover intention scale and Eysenck personality scale) were used to survey the hiring nurses in each department and analyze the differences of nurses’ personality traits in different departments. Its relationship with organizational commitment and turnover intention. The results showed that P, N, L3 dimensions of each group there is a statistically significant difference (P <0.05). There was a negative correlation between dimension E and emotional commitment, dimension N and normative commitment (P <0.05). There was a significant negative correlation between dimension P and turnover intention, dimension N and continuing commitment, dimension L and turnover intention (P <0.01). Conclusion Hospital management should incorporate psychological testing into the recruitment of nursing personnel and screen nurses according to personality traits theory. At the same time, the tie layer should make the related reward and promotion policies open and transparent, solicit opinions and suggestions, and enhance nursing staff satisfaction. Work arrangements emphasize the appropriateness of people and things, Matters and Matches, give full play to its role to ensure the quality of medical care.