情绪调节自我效能感护士长绩效感知对科室护士职业倦怠感的影响  

Effect of regulatory emotional self-efficacy and performance perceptions of head nurses on occupational burnout of staff nurses

作　　者：陈文峰[1] 韩莉[2] 李宁 罗莉[4] 尹芳[5] CHEN Wenfeng;HAN Li;LI Ning;LUO Li;YIN Fang(Section of Education and Training,Weifang People's Hospital,Shandong,Weifang 261041,China;Section of Human Resources,Weifang People's Hospital,Shandong,Weifang 261041,China;Emergency Department,Weifang People's Hospital,Shandong,Weifang 261041,China;Medical Insurance Office,Weifang People's Hospital,Shandong,Weifang 261041,China;Department of Nephrology,Weifang People's Hospital,Shandong,Weifang 261041,China)

机构地区：[1]山东省潍坊市人民医院教育培训部,山东潍坊261041 [2]山东省潍坊市人民医院人力资源部,山东潍坊261041 [3]山东省潍坊市人民医院急诊部,山东潍坊261041 [4]山东省潍坊市人民医院医保办公室,山东潍坊261041 [5]山东省潍坊市人民医院肾内科,山东潍坊261041

出　　处：《中国医药科学》2021年第23期165-169,共5页China Medicine And Pharmacy

摘　　要：目的探讨情绪调节自我效能感护士长绩效感知对科室护士职业倦怠感的影响。方法选择2019年1月至2021年1月在潍坊市人民医院工作的临床一线护理人员100名为研究对象。按照随机数字表法分为两组,每组各50名。观察组行本研究护士长情绪调节自我效能感,提高其对医院绩效工作系统的感知,对照组实施常规护理管理,绩效考核上以医院及护理部制订政策为标准。比较两组干预前后护士长核心能力评分、两组护士职业压力来源,比较两组护士职业认可度各项得分及两组护士职业倦怠各项得分,分析护士长自我效能感与护士职业认同感及护士职业倦怠得分相关性。比较两组干预前后护理人员整体绩效。结果干预后两组护士长核心能力评分高于干预前(P<0.05),观察组护士长核心能力评分高于对照组(P<0.05),观察组护士针对任务不适、责任压力过大、休闲时间少、害怕纠纷的压力来源比例均小于对照组(P<0.05),观察组护士职业认可度中职业认同感、职业目标感、职业态度、职业价值及自我理解能力得分均高于对照组(P<0.05),观察组护士职业倦怠指标中情感耗竭、去人格化及低个人成就感得分及总分均高于对照组(P<0.05),护士长自我效能感与护士职业认同感及护士职业倦怠得分变化均呈正相关(P<0.05)。干预后两组护理人员整体绩效显著高于干预前(P<0.05),且观察组护理人员第一季度整体绩效高于对照组(P<0.05)。结论通过护士长情绪调节自我效能感,并提高其对医院绩效工作的感知进行干预,可有效提高护士长核心能力,对降低护理人员的压力感,提高职业认同度,降低职业倦怠感,提高科室护士整体绩效有重要价值。Objective To investigate the effect of regulatory emotional self-efficacy and performance perceptions of head nurses on occupational burnout of staff nurses.Methods A total of 100 clinical front-line nurses working in Weifang People's Hospital from January 2019 to January 2021 were selected as the study subjects.They were divided into two groups of 50 each according to the random number table method.The observation group received regulatory emotional self-efficacy for head nurses,for improving their perception on the hospital performance operating system,while the control group received conventional nursing management.The policies developed by the hospital and the nursing department were taken as the standard for performance assessment.The core competency scores of head nurses,the sources of occupational stress in staff nurses,as well as the scores of occupational recognition and the scores of occupational burnout of staff nurses were compared between the two groups.The correlation between selfefficacy of head nurses and the scores of occupational recognition and occupational burnout of staff nurses was analyzed.In addition,the overall performance of staff nurses before and after the intervention was compared between the two groups.Results After the intervention,the core competency scores of head nurses in both groups were higher than those before the intervention(P<0.05),and the core competency scores of head nurses in the observation group were higher than those in the control group(P<0.05).The proportion of stress sources for staff nurses such as discomfort from tasks,excessive responsibility pressure,little leisure time,and fear of disputes were lower in the observation group than in the control group(P<0.05).In terms of the occupational recognition of staff nurses,the scores of occupational identity,sense of occupational goals,occupational attitudes,occupational value and self-understanding ability were higher in the observation group than those in the control group(P<0.05).In terms of the occupational burno

关 键 词：情绪调节 自我效能感 护士长 绩效感知 护士长核心能力 护士 职业倦怠感 

分 类 号：R47[医药卫生—护理学]