护士组织承诺与结构性授权及工作满意度的关系研究  

Research on the relationship of nurses' organizational commitment and structural empowerment,job satisfaction

作　　者：郭加佳[1] 刘彦慧[1] 王珊珊[2] 周海燕[2] 

机构地区：[1]天津中医药大学护理学院,天津市300073 [2]天津中医药大学研究生院,天津市300073

出　　处：《护理管理杂志》2012年第1期1-3,共3页Journal of Nursing Administration

基　　金：2011年教育部人文社会科学研究项目(11YJCZH112)

摘　　要：目的调查护士结构性授权、工作满意度和组织承诺的水平,并分析三者之间的关系。方法采用中国职工组织承诺量表、工作效能条件问卷、工作满意度量表对3所三级医院的363名护士进行调查。结果组织承诺总均分为(2.79±0.52)分,处于较高水平;结构性授权总分为(44.15±12.73)分;工作满意度总均分为(2.94±0.66)分,未达到满意水平。结构性授权、工作满意度均可直接正向预测组织承诺;结构性授权还以工作满意度为中介变量,间接正向预测组织承诺。结论护理管理者应采取一定护理措施提高护士工作满意度,构建有利于授权的正性工作环境,提高护士组织承诺水平。Objective To investigate the status of nurses＇structural empowerment ,job satisfaction and organizational commitment, and to analyze the relationships among them. Method The Organizational Commitment Inventory, Conditions of Work Effectiveness Questionnaire Ⅱ （ CWEQ - Ⅱ）, Minnesota Satisfaction Questionnaire （MSQ） were used to investigate 363 nurses in 3 three grade hospitals. Results The average score of organizational commitment was （ 2.79 ±0.52 ）, which was at a high level. The total score of structural empowerment was （44.15 ±12.73 ）, the average score of job satisfaction was （2.94 ± 0.66 ）, which was at middle and lower level. The structural empowerment and job satisfaction could positively predict the organizational commitment directly. In the indirect approach, through the mediating role of job satisfaction,structural empowerment could make a positive role on organizational commitment. Conclusion The nurse management should take proper interventions to enhance nurses job satisfaction,construct tavirahle empowerment organizational commitment.

关 键 词：组织承诺 结构性授权 工作满意度 护士 

分 类 号：F272.92[经济管理—企业管理]