非在编护士工作压力源、心理授权对离职意愿的影响  

The influence of job stressors and psychological empowerment on turnover intention of extra-organizational nurses

作　　者：周雨诗 朱晓萍[1] 尹小兵[1] 仇荣敏 陈旭娟 李孝红 敖莉 ZHOU Yu-shi;ZHU Xiao-ping;YIN Xiao-bing;QIU Rong-min;CHEN Xu-juan;LI Xiao-hong;AO Li(Department of Nursing,The Tenth People's Hospital Affiliated to Tongji University,Shanghai,200092,China;Department of Nursing,Medical College of Tongji University,Shanghai,200092,China)

机构地区：[1]同济大学附属第十人民医院护理部,上海200072 [2]同济大学医学院护理系,上海200092

出　　处：《职业与健康》2020年第2期198-201,206,共5页Occupation and Health

基　　金：国家自然科学基金(71774117);上海市科委软科学研究计划项目(19692106000);上海市重中之重临床医学中心和重点学科建设项目(2017ZZ02023)。

摘　　要：目的通过建立结构方程模型探讨非在编护士工作压力源、心理授权对离职意愿的影响,为管理者实施干预措施提供参考依据。方法于2018年1-8月,采用多阶段抽样法抽取上海市5家三级医院与2家二级医院的675名非在编护士,采用中国护士工作压力源量表、心理授权量表和离职意愿量表进行问卷调查,并对数据进行分析。结果非在编护士的工作压力源总均分为2.81±0.71,心理授权总均分为3.60±0.57,离职意愿总均分为2.52±0.57;非在编护士工作压力源与离职意愿成正相关(r=0.431,P<0.01),心理授权与离职意愿呈负相关(r=-0.360,P<0.01)。结构方程模型显示,工作压力源对离职意愿(λ=0.32,P<0.01)、心理授权(λ=-0.48,P<0.01)有直接效应;心理授权对离职意愿有直接效应(λ=-0.25,P<0.01);工作压力源通过心理授权对离职意愿产生间接效应(λ=0.12,P<0.01);工作压力源与心理授权共解释非在编护士离职意愿23.8%的变异量。结论工作压力源与心理授权对非在编护士的离职意愿有一定的影响,护理管理者应制定相应的干预措施降低非在编护士的工作压力源,提高心理授权能力,从而降低离职意愿,稳定非在编护士队伍。Objective To investigate the impact of extra-organizational nurses’ job stressors and psychological empowerment on their turnover intention by establishing a structural equation model between them, and provide reference for nursing human resource management. Methods total of 675 extra-organizational nurses from Shanghai were selected by multistage stratified sampling method from January to August 2018. The questionnaire survey was conducted by the Job Stressors Scale, Psychological Empowerment Scale and Turnover Intention Scale, and the data was analyzed. Results The average score of job stressors items in community nurses was 2.81 ±0.71,the average score of psychological empowerment items and turnover intention were 3.60 ±0.57 and 2.52±0.57,respectively. Job stress was positively correlated with turnover intention(r=0.431,P<0.01),psychological empowerment was negatively correlatedwith turnover intention(r=-0.360,P<0.01). Structural Equation Model showed that job stressors had a direct effect on turnover intention (λ=0.32,P<0.01)and psychological empowerment (λ =-0.48,P <0.01);psych-ological empow-erment had a direct effect on turnover intention (λ=-0.25,P<0.01). Job stress had a indirect effect (λ=0.12,P<0.01).through psyc-hological empowerment which explained 23.8% of the variance of turnover intention. Conclusion Job stressors and psychological empowerment can effect the extra-organizational nurses ’ turnover intention. The nursing managers should use appropriate intervention to reduce work pressure, increase psychological empowerment, so as to decrease turnover intention and stabilize the team of extra-organizational nurses.

关 键 词：非在编护士 工作压力源 心理授权 离职意愿 

分 类 号：R181.31[医药卫生—流行病学]