临床护士付出-获得不平衡与留职意愿的相关性研究  

The relationship between effort-reward imbalance and job retention of nurses

作　　者：刘克英[1] 邓世红[2] 张霄枭[3] 

机构地区：[1]湖北省荆州市第一人民医院急救中心,434000 [2]湖北省荆州市第一人民医院胃肠外科,434000 [3]湖北省荆州市第一人民医院透析中心,434000

出　　处：《护理管理杂志》2015年第5期311-312,共2页Journal of Nursing Administration

摘　　要：目的调查临床护士付出-获得不平衡与留职意愿之间的相关性。方法采用付出-获得不平衡量表和留职意愿量表对荆州市8所医院589名临床护士进行调查。结果临床护士付出-获得不平衡比值为1.41,处于付出-获得不平衡状态的护士占69.78%,超负荷状态的护士占73.01%;留职意愿得分为(3.82±0.75)分;临床护士获得与留职意愿呈正相关,付出、超负荷与留置意愿呈负相关(P<0.01)。结论护士付出-获得不平衡状态及超负荷状况突出,留职意愿处于中等水平。丰富护士的获得,平衡其付出-获得状况及减轻超负荷状况能提高护士的留职意愿。Objective To investigate the relationship between effort - reward imbalance and job retention of nurses. Methods A tatol of 589 nurses from 8 hospitals in Jingzhou were investigated using the Effort - Reward hnbalance （ERI） and Nurse Job Retention Scale. Results The ratio of nurses＂ ERI was 1.41. The number of nurses who were in ERI condition was 69.78% ,who were in the state of overload was 73.01%. The score of nurses＇job retention was （ 3.82 ±0.75 ）. The score of reward was positively correlated with job retention, while the scores of effort and imbalance were negatively correlated with job retention （ P 〈 0.01 ）. Conclusion Nurses＇effort - reward imbalance condition and overload are prevalent, while their job retentions is in the medium range. Enriching nurses＇reward, balancing their effortreward condition and lightening the overload state can enhance nurses＇job retention.

关 键 词：护士 付出-获得不平衡 超负荷 留职意愿 

分 类 号：C931[经济管理—管理学]