心内科护士离职倾向的影响因素分析  

Analysis of influencing factors of turnover intention of nurses in Cardiology Department

作　　者：卢回芬 陈丽娜 师宇 Lu Huifen;Chen Li＇na;Shi Yu(Internal Medicine,Wuxi Second People＇s Hospital of Nanjing Medical University,Wuxi 214002,China;Department of General Medicine,Wuxi Second People＇s Hospital of Nanjing Medical University,Wuxi 214002,China;Operation Room of the Anesthesiology Department,the Second Hospital of Jilin University,Changchun 130041,China)

机构地区：[1]南京医科大学附属无锡第二医院内科,无锡214002 [2]南京医科大学附属无锡第二医院全科医学科,无锡214002 [3]吉林大学第二医院麻醉科手术室,长春130041

出　　处：《中华现代护理杂志》2018年第28期3436-3440,共5页Chinese Journal of Modern Nursing

摘　　要：目的探讨心内科护士工作压力、工作家庭冲突、工作满意度对离职倾向的影响及其相互关系。方法2016年6月-2017年6月，采用随机整群抽样的方法对江苏省9家三级甲等医院的482名心内科护士采用工作压力量表、工作家庭冲突量表、明尼苏达工作满意度问卷和离职倾向量表进行调查。采用Pearson分析心内科护士工作压力、工作家庭冲突、工作满意度与离职倾向的相关关系，采用多元线性分层回归分析影响离职倾向的因素。结果482名心内科护士离职倾向量表总均分为（2．44±0．73）分。工作压力量表得分（86．06±4．87）分，工作家庭冲突量表得分（44．04±1．85）分，明尼苏达工作满意度简短问卷得分（70．01±2．97）分。Pearson相关分析显示，心内科护士工作压力与离职倾向呈正相关（r=0．434，P〈0．01），工作家庭冲突与离职倾向呈正相关（r=0．423，P〈0．01），工作满意度与离职倾向呈负相关（r=-0．450，P〈0．01）。多元线性分层回归分析显示，工作压力和工作家庭冲突对离职倾向有正向的影响，工作满意度对离职倾向有负向的影响。结论心内科护士工作压力较大，工作家庭之间冲突比较多，工作满意度一般，离职倾向较高是当前研究发现的主要问题。因此，医院应从多角度剖析心内科护士离职倾向高的原因，加强组织的支持，提高满意度，降低离职倾向。Objective To explore the influence and relationship of job stress, working-family conflict and job satisfaction on turnover intention of nurses in Cardiology Department. Methods From June 2016 to June 2017, a total of 482 nurses of Cardiology Department of 9 Class Ⅲ Grade A hospitals in Jiangsu province were selected as the study subjects by random cluster sampling method. All the subjects were investigated with Job Stress Scale, Work Family Conflict Scale, Minnesota Job Satisfaction Scale and Turnover Intention Scale. Pearson correlation analysis was used to analyze the relationship between job stress, work-family conflict, job satisfaction and turnover intention of nurses in Cardiology Department. Multiple linear hierarchical regression analysis was used to analyze the factors influencing turnover intention. Results The total score of Turnover Intention Scale for 482 nurses of Cardiology Department was （2.44±0.73）. The score of Job Stress Scale, Work Family Conflict Scale and Minnesota Job Satisfaction Scale Job was （86.06 ±4.87）, （44.04±1.85） and （70.01±2.97） respectively. The result of Pearson analysis showed that job stress was positively related with turnover intention （r=0.434, P 〈 0.01）, work-family conflict positively related with turnover intention （r=0.423, P 〈 0.01）, and job satisfaction negatively related with turnover intention （r=-0.450, P 〈 0.01）. Multivariate linear hierarchical regression analysis showed that job stress and work-family conflict had a positive impact on turnover intention, and job satisfaction had a negative impact on turnover intention. Conclusions Nurses in the Department of Cardiology have higher job stress, more conflicts between work and family, general job satisfaction and higher turnover intention, which are the main problems found in the current study. Therefore, the hospital should analyze the reasons of high turnover tendency of nurses in Cardiology Department from various angles, strengthen the support of organization, improve th

关 键 词：护士 离职倾向 工作压力 工作家庭冲突 工作满意度 

分 类 号：R47[医药卫生—护理学]