在职护士离职倾向相关因素分析  

The influencing factors of nurses' turnover tendency

作　　者：张洪福[1] 刘彦慧[1] 杨洋[1] 刘璟莹[1] 

机构地区：[1]天津市天津中医药大学护理学院,300193

出　　处：《中华护理杂志》2015年第2期155-160,共6页Chinese Journal of Nursing

基　　金：教育部人文社会科学项目/青年基金资助项目(11YJCZH112)

摘　　要：目的基于组织层面和个人层面探讨在职护士离职倾向的相关因素,为临床护理管理和稳定护士队伍提供可靠的理论依据。方法便利抽样抽取天津市7所三级甲等医院的330名注册在职护士,采用前瞻性人格量表、心理安全气氛量表、工作支持量表、自我效能量表、离职倾向量表对其进行问卷调查。结果分层回归分析表明,在组织层面上工作支持负向影响离职倾向(P<0.01);在个人层面上,自我效能负向影响离职倾向(P<0.01),而前瞻性人格可正向影响离职倾向(P<0.05);路径分析模型表明,工作支持是降低离职倾向的最主要因素。结论医院和护理管理者应为在职护士营造良好的工作环境和科室氛围,加大对其工作支持,重视护士的个体人格特质,从而减少在职护士离职现象。Objective To investigate the influencing factors of nurses＇ turnover and provide evidence for human resource management. Methods Totally 330 registered nurses from seven tertiary first-class hospitals in Tianjin City were investigated with the Proactive Personality Scale,Psychological Safety Climate Scale,Work-Family Support Scale,Self-Efficiency Scale and Turnover Tendency Scale. Results Hierarchical regression analysis indicated that work support had a negative effect on turnover tendency in organization level and self-efficacy on turnover tendency in individual level,respectively,while proactive personality had a positive effect on turnover tendency. Path analysis model showed that work support was the most important influencing factor of turnover tendency of nurses. Conclusion In order to reduce nurses＇ turnover,hospital and nurse managers should create a favorable work atmosphere,provide more support and attach great importance to nurses＇ personality characteristics.

关 键 词：护士 职业流动性 护理管理研究 

分 类 号：R47[医药卫生—护理学]