儿科护士离职意愿现况及相关因素研究  

Study on the current status and related factors of pediatric nurses’willingness to leave

作　　者：亓琴[1] 邵淑君 田云峰[2] 李霞[3] 王学勤[4] 李娟[6] QI Qin;SHAO Shu-jun;TIAN Yun-feng;LI Xia;WANG Xue-qin;LI Juan(Taian Central Hospital,Taian 271000,P.R.China;De partment of Drumn Tower Out patient.Jingdong Medical District,People's Liberation Army General Hospital,Beijing 100720,P.R.China;De partment of Operating Room,Jinan Traditional Chinese Medicine Hospital,Jinan 250012,P.R.China)

机构地区：[1]泰安市中心医院医院工作评价部,山东泰安271000 [2]泰安市中心医院人力资源部,山东泰安271000 [3]泰安市中心医院儿科,山东泰安271000 [4]泰安市中心医院护理部,山东泰安271000 [5]中国人民解放军总医院京东医疗区鼓楼门诊部,北京100720 [6]济南市中医医院手术室,山东济南250012

出　　处：《社区医学杂志》2020年第18期1297-1300,共4页Journal Of Community Medicine

基　　金：泰安市科学技术发展计划(2017NS0212)。

摘　　要：目的儿科护士由于服务对象的特殊性,承受了更大的压力,离职和调职人员较多。本研究分析儿科护士离职意愿现况,并分析影响离职意愿的相关因素,为降低儿科护士离职意愿提供依据。方法2016年5-8月,采用离职意愿调查量表对泰安市6家医院442名儿科护士进行横断面问卷调查,分析其离职意愿现状及影响因素。结果442名儿科护士离职意愿总分为(15.66±3.08)分,离职意愿较低占17.9%,较高占52.3%,很高占29.9%。离职意愿Ⅲ(获得外部其他工作可能性)最高,达73.56%。科室(t=-2.063,P=0.040)、性别(t=2.372,P=0.023)、职称(χ^2=3.643,P=0.027)、聘任方式(χ^2=3.144,P=0.044)、医院等级(χ^2=5.121,P=0.002)、收入与付出相符度(t=-3.163,P=0.002)、职业自豪感(t=10.792,P<0.001)、工作压力(t=-2.951,P=0.003)、工作环境满意度(χ^2=10.792,P<0.001)和工作原因(χ^2=6.064,P<0.001)与离职意愿有关联。多因素分析结果显示,聘任方式(OR=2.734,P=0.007)、医院等级(OR=-2.482,P=0.018)、职业自豪感(OR=3.924,P<0.001)和工作原因(OR=1.913,P=0.047)是离职意愿的重要影响因素。结论儿科护士离职意愿强,获得外部其他工作可能性高,医院管理者应注重从聘任方式、医院等级、职业自豪感及工作原因等方面采取措施,降低儿科护士离职意愿。OBJECTIVE Pediatric nurses are under greater pressure due to the particularity of their clients,and there are many resignation and transfer staff.This study analyzed the current status of pediatric nurses’willingness to leave,and analyzed related factors that affect the willingness to leave,providing an empirical basis for reducing pediatric nurses’willingness to leave.METHODS From May to August 2016,442 paediatric nurses from 6 hospitals in Tai’an City were investigated by cross-sectional questionnaire.The current status and influencing factors of their willingness to resign were analyzed.RESULTS The total score of turnover intention was(15.66±3.08),the lower was 17.9%,the higher was 52.3%,and the high was 29.9%.Turnover intentionⅢ(the possibility of obtaining other external jobs)was the highest(73.56%).Department(t=-2.063,P=0.040),gender(t=2.372,P=0.023),professional title(χ^2=3.643,P=0.027),appointment method(χ^2=3.144,P=0.044),hospital grade(χ^2=5.121,P=0.002),income and pay consistency(t=-3.163,P=0.002),professional pride(t=10.792,P<0.001),work pressure(t=-2.951,P=0.003),work environment satisfaction(χ^2=10.792,P<0.001)and work reason(χ^2=6.064,P<0.001)were associated with turnover intention.The results of multivariate analysis showed that,employment style(OR=2.734,P=0.007),hospital level(OR=-2.482,P=0.018),professional pride(OR=3.924,P<0.001),work reason(OR=1.913,P=0.047)were the important influencing factors of turnover intention.CONCLUSIONS Paediatric nurses have a strong desire to quit and are more likely to get other jobs.Hospital managers should take measures from the aspects of appointment,hospital level,professional pride and working reasons to reduce the desire of paediatric nurses to quit.

关 键 词：儿科护士 离职意愿 聘任方式 职业自豪感 

分 类 号：R473.72[医药卫生—护理学]