低年资护理人员职业投入现状及其结构方程模型构建  

Current occupational engagement of junior nursing staff and its structural equation modeling

作　　者：李静[1] 原志芳[1] 陈圆圆 周祎旻 林梅[1] Li Jing;Yuan Zhifang;Chen Yuanyuan;Zhou Yimin;Lin Mei(Tianjin Medical University General Hospital Nursing Department,Tianjin 300052,China)

机构地区：[1]天津医科大学总医院护理部,300052

出　　处：《中华医院管理杂志》2021年第5期408-412,共5页Chinese Journal of Hospital Administration

摘　　要：目的分析低年资护理人员职业投入现状及相关影响因素,为管理者制定正向激励机制提供参考。方法2020年11一12月,采用多阶段抽样方法,便利选取天津市3所三级甲等综合医院的255名工作年限≤3年的护理人员为研究对象。就护理人员职业投入、职业价值观、护理工作满意度和一般我效能进行问卷调查。采用描述性统计与£检验分析研究对象的职业投入现状并构建低年资护理人员职业满意度、职业价值观以及一般自我效能和职业投入的关系模型。结果255名低年资护理人员职业投入总分为(78.47±19.93)分,高于国内常模水平,差异有统计学意义(t=11.48,P<0.001)。结构方程模型结果显示,对低年资护士职业投人总的作用效应从高到低依次为:自我效能(β=0.599)、职业价值观(β=0.323)以及工作满意度(β=0.275)。结论低年资护士职业投人水平较高,建议医院管理者通过加强培训、及时给予支持和鼓励等持续提升其自我效能,满足个体职业发展需求以提高工作满意度,同时要注意职业价值观的塑造。Objective To analyze the status quo of occupational engagement of junior nurses and related influencing factors,and to provide reference for managers to develop a positive incentive mechanism.Methods From November 2020 to December 2020,255 junior nursing staff with less than or equal to 3 years seniority at 3 tertiary general hospitals in Tianjin were selected.Questionnaire surveys were made on their occupational engagement,occupational values,job satisfaction for nursing,and general self-efficacy.Descriptive analysis and t test were used to probe into their current occupational engagement,and build a relational model on the occupational satisfaction,and the relational model of between their occupational values and self-efficiency in general of these nursing staff.Results The total scoring of the occupational engagement scale for 255 junior nursing staff was 78.47±19.93,which was higher than the domestic norm level,and the difference was statistically significant(β=11.48,P<0.001).The results of the structural equation model showed that the overall effect on the occupational engagement of junior nurses from high to low were as follows:self-efficacy(β=0.599),professional values(β=0.323)and job satisfaction(β=0.275).Conclusions These nursing staff feature high occupational engagement.Hospital administrators are recommended to strength training,provide timely support and incentives for their sustained improvement of self-efficiency,meet their individual career development needs for higher job satisfaction,and focus on shaping their occupational values as well.

关 键 词：卫生人力 低年资 护理人员 职业投入 职业价值观 自我效能 

分 类 号：R192.6[医药卫生—卫生事业管理]