四川省22所三级甲等医院急诊科护士个人-工作匹配对离职意愿的影响分析  

Analysis on effect of areas of worklife on turnover intention among emergency department nurses in 22 tertiary Grade A hospitals in Sichuan Province

作　　者：周旭华 童嘉乐 雷常彬 王聪[1] 刘珊珊[1] 蒋艳 ZHOU Xuhua;TONG Jiale;LEI Changbin;WANG Cong;LIU Shanshan;JIANG Yan(Evidence Based Research Center for Nursing Quality and Patient Safety,Sichuan University,West China Hospital of Sichuan University,Chengdu Sichuan,610041,China;Department of Emergency Medicine,Sichuan University,West China Hospital of Sichuan University,Chengdu Sichuan,610041,China;Nursing Department/West China School of Nursing,Sichuan University,West China Hospital of Sichuan University,Chengdu Sichuan,610041,China)

机构地区：[1]四川大学华西医院护理质量与患者安全循证研究中心,四川成都610041 [2]四川大学华西医院急诊科,四川成都610041 [3]四川大学华西医院护理部/四川大学华西护理学院,四川成都610041

出　　处：《职业与健康》2024年第6期787-791,共5页Occupation and Health

基　　金：四川省社科规划项目(SC22B109)。

摘　　要：目的 了解四川省22所三级甲医院急诊科护士个人—工作匹配对离职意愿的影响,旨在为降低急诊科护士离职率提供新思路。方法 2022年6—7月,运用便利抽样法选取四川省22所三级甲等医院的308名急诊科护士作为调查对象,采用一般资料调查表、个人-工作匹配量表及离职意愿量表进行横断面调查,并对数据进行分析。结果 四川省22所三级甲等医院的308名急诊科护士个人-工作匹配总分为(99.69±13.69)分,离职意愿总分为(13.53±3.06)分;急诊科护士个人-工作匹配与离职意愿呈负相关(P<0.01);控制一般资料后,个人-工作匹配量表的工作认可、公平维度可解释急诊科护士离职意愿19.3%的变异(P<0.01)。结论 个人-工作匹配中的工作认可、公平维度对四川省22所三级甲等医院急诊科护士离职意愿具有负向预测作用。护理管理者应积极关注急诊科护士的工作认可匹配度并予以相应支持,同时也应注重组织资源的公平分配,保障急诊科护士合理权益,以降低其离职意愿。Objective To understand the effect of areas of worklife on turnover intention among emergency department nurses in 22 tertiary Grade A hospitals in Sichuan Province,in order to provide new ideas for reducing the turnover rate of nurses in emergency department.Methods From June to July 2022,a total of 308 emergency department nurses from 22 tertiary Grade A hospitals in Sichuan Province were selected as subjects by convenience sampling method.Demographic data questionnaire,areas of worklife scale and turnover intention scale were used for cross-sectional investigation,and the data were analyzed.Results The total scores of areas of worklife and turnover intention of 308 emergency department nurses were(99.69±13.69)and(13.5±33.06)points,respectively.The areas of worklife was negatively correlated with turnover intention(P<0.01).After controlling for general information,the dimensions of job recognition and fairness in the areas of worklife scale can explain 19.3%of the variation in the turnover intention of emergency department nurses(P<0.01).Conclusions The dimensions of work recognition and fairness in the areas of worklife scale negatively predicted the turnover intention of nurses in emergency department.Nursing managers should actively pay attention to the job recognition matching degree of nurses in the emergency department and give corresponding support.Meanwhile,they should also pay attention to the fair distribution of organizational resources and protect the reasonable rights and interests of nurses in the emergency department so as to reduce their turnover intention.

关 键 词：急诊科 护士 个人-工作匹配 离职意愿 影响因素 

分 类 号：R192.6[医药卫生—卫生事业管理]