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作 者:胡宇凡 孙朋霞 李凡[1] 李尊柱[1] HU Yufan;SUN Pengxia;LI Fan(Peking Union Hospital,Chinese Academy of Medical Science,Beijing,100730,China;不详)
机构地区:[1]中国医学科学院北京协和医院,北京100730
出 处:《中国卫生质量管理》2023年第6期10-14,24,共6页Chinese Health Quality Management
基 金:国家重点研发计划重点专项项目(编号:2022YFC2504505)。
摘 要:目的调查三甲医院男护士职业生涯规划、感知高绩效工作系统现状,分析职业生涯规划影响因素,探讨感知高绩效工作系统对职业生涯规划影响,为稳定男护士队伍提供参考。方法于2022年10月-11月,采用一般资料调查问卷、护士职业生涯规划量表和护士感知高绩效工作系统量表对北京市5家三甲医院126名男护士进行调查。采用SPSS 22.0软件对数据进行统计分析,采用Pearson相关分析法进行相关性分析,采用多元线性回归分析法分析职业生涯规划影响因素。结果男护士职业生涯规划总分为(41.84±8.18)分,感知高绩效工作系统总分为(69.37±10.60)分。感知高绩效工作系统总体与各维度与职业生涯规划总体及各维度均呈正相关(r均>0,P均<0.01)。职称、职务、收入满意度、感知高绩效工作系统中的培训晋升维度是男护士职业生涯规划的影响因素(P<0.05)。结论三甲医院男护士职业生涯规划处于中等偏上水平,感知高绩效工作系统处于较高水平。建议管理者给予男护士更多培训,鼓励男护士参与多学科交流;细化晋升考核指标,推动建立多元化晋升评价体系;提高男护士收入;优化制度,丰富晋升渠道等。Objective To explore the current situation of career planning and perceived high performance work system for male nurses in tertiary grade-A hospitals,analyze the influencing factors of career planning,and explore the influence of perceived high performance work system on career planning,so as to provide reference for stabilizing the male nurse team.Methods From October to November 2022,126 male nurses from 5 tertiary grade-A hospitals in Beijing were investigated by general data questionnaire,nurses career planning scale and nurses perceived high performance work system scale.SPSS 22.0 software was used for statistical analysis of the data,Pearson correlation analysis was used for correlation analysis,and multiple linear regression analysis was used to analyze the influencing factors of career planning.Results The score of career planning was(41.84±8.18),the score of perceived high performance work system was(69.37±10.60),and perceived high performance job system was positively correlated with the overall career planning and all dimensions(r>0,P<0.01).Professional title,position,income satisfaction,training and promotion of perceived high performance job system were the influencing factors of career planning of male nurses(P<0.05).Conclusion The career planning of male nurses in tertiary grade-A hospitals was above the average level,and the perceived high performance work system was at a higher level.It was suggested that managers provide more training support to male nurses and encourage them to participate in multidisciplinary exchanges;make detailed promotion and assessment indicators,promote the establishment of a diversified promotion evaluation system;improve the income of male nurses;optimize the system and enrich the promotion channels.
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