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目的研究武汉市护理人员职业嵌入水平现状,并探讨其影响因素,以期为减少护理人员流失提供参考依据。方法于2015年3—9月对武汉市3所综合性医院共264名护理人员进行问卷调查。采用一般资料问卷、职业嵌入量表以及留职意愿量表,调查护理人员的一般情况、职业嵌入以及留职意愿现状。结果 264名护理人员职业匹配、联结、牺牲3个维度平均得分分别为(22.73±2.97)、(20.70±2.96)、(15.59±3.81)分,职业嵌入总得分为(59.02±8.00)分;不同性别、年龄、学历、职称、聘用方式、婚姻状况、工作性质、工作年限的护理人员职业嵌入各维度得分以及职业嵌入总分,差异均有统计学意义,(均P<0.01);264名护理人员留职意愿总均分为(17.33±3.21)分,留职意愿得分与匹配、联结、牺牲以及职业嵌入总分均呈正相关性(P<0.05);同时,年龄、职称、聘用方式为职业嵌入的保护性因素,婚姻状况、工作性质以及工作年限为职业嵌入的危险性因素,差异有统计学意义(P<0.05)。结论临床一线护理管理者应该重视对护理人员职业嵌入水平的评估,通过提高护理人员对职业的认可度,加强同行间的联系,提升护理人员的职业价值,从而提高护理人员的职业嵌入水平。
Objective To study the occupational embedding status of nursing staffs in Wuhan and to explore the influencing factors so as to provide a reference for reducing nursing staff turnover. Methods From March to September 2015, a total of 264 nurses from 3 general hospitals in Wuhan were surveyed. The general information questionnaire, occupational embeddedness scale and the intention of leaving the job were used to survey the general situation of nurses, occupational embedding and the status quo of the intention to retain the job. Results The average scores of job matching, connection and sacrifice of 264 nurses were (22.73 ± 2.97), (20.70 ± 2.96) and (15.59 ± 3.81) respectively, and the occupational embedding score was (59.02 ± 8.00) points; There were significant differences in gender, age, education level, job title, employment style, marital status, nature of work, length of occupational nursing career embedded in all dimensions and occupational embedding score (all P <0.01); 264 nursing The total average Willingness to Employee retention was (17.33 ± 3.21) points, and the Willingness to Employee score was positively correlated with the match, connection, sacrifice and occupational embedding score (P <0.05). Meanwhile, the age, job title and employment pattern were professionally embedded Protective factors, marital status, nature of work and length of service were risk factors of occupational embedding. The difference was statistically significant (P <0.05). Conclusion First-line nursing managers should attach importance to the evaluation of occupational embedding level of nursing staff, and improve the occupational embedding level of nursing staff by improving nursing staff’s recognition of occupation, strengthening the contact among peers and enhancing the occupational value of nursing staff.