共情疲劳和组织公平感在儿科低年资护士工作压力源与离职意愿间的链式中介作用  

Chain mediating effect of compassion fatigue and organizational justice between job stressors and turnover intention in junior pediatric nurses

作　　者：刘洁汝 史崇清[1] 许笑梦 LIU Jieru;SHI Chongqing;XU Xiaomeng(School of Medicine,Wuhan University of Science and Technology,Wuhan Hubei,430070,China;Pediatric Department,Wuhan Asia General Hospital,Wuhan Hubei,430056,China)

机构地区：[1]武汉科技大学医学院 [2]武汉亚心总医院儿科

出　　处：《职业与健康》2024年第12期1657-1662,共6页Occupation and Health

摘　　要：目的探讨儿科低年资护士共情疲劳、组织公平感在工作压力源与离职意愿间的多重中介作用。方法2021年11月—2022年1月,采用便利抽样法选取武汉市6所医院375名儿科低年资护士作为研究对象,运用一般资料调查表、离职意愿量表、护士工作压力源量表、中文版共情疲劳量表、护士组织公平感量表进行问卷调查,并构建中介模型。结果离职意愿总均分为(16.38±3.76)分,工作压力源总均分为(89.28±22.39)分,共情疲劳总均分为(90.55±16.12)分,组织公平感总均分为(69.28±15.46)分。工作压力源与离职意愿呈正相关(r=0.278,P<0.01),共情疲劳与离职意愿、工作压力源均呈正相关(r=0.337、0.284,均P<0.01),组织公平感得分与离职意愿、工作压力源、共情疲劳均呈负相关(r=-0.199、-0.217、-0.486,均P<0.01)。工作压力源对离职意愿的直接效应为0.43,其中共情疲劳、组织公平感部分中介效应占比分别为17.90%和6.30%,两者的链式中介作用占6.10%。结论儿科低年资护士离职意愿处于中上水平,共情疲劳和组织公平感在儿科低年资护士工作压力源与离职意愿间起链式中介作用。护理管理者应更加关注儿科低年资护士的工作压力和离职意愿,可以通过降低共情疲劳,提高组织公平感,从而降低工作压力源对离职意愿的影响。Objective To explore the multiple mediating effects of compassion fatigue and organizational justice between job stressors and turnover intentions in pediatric junior nurses.Methods From November 2021 to January 2022,375 junior pediatric nurses from six hospitals in Wuhan City were selected as the study population using the convenience sampling method,the questionnaire survey were administered using the general information questionnaire,the turnover intention scale,the nurses'work stressors scale,the Chinese version of the compassion fatigue scale,and the nurses'organizational justice scale,and a mediation model was constructed.Results The total average score of turnover intention was(16.38+3.76)points,the total average score of job stressors was(89.28±22.39)points,the total average score of compassion fatigue was(90.55±16.12)points,and the total average score of organizational justice was(69.28+15.46)points.The job stressors were positively correlated with turnover intention(r=0.278,P<0.01),the compassion fatigue was positively correlated with turnover intention and job stressors(r=0.337,0.284,both P<0.01),and the organizational fairness score was negatively correlated with turnover intention,job stressors and compassion fatigue(r=-0.199,-0.217,-0.486,all P<0.01).The direct effect of job stressors onturnover intention was 0.43,of which compassion fatigue and organizational justice showed mediating effect accounting for 17.90%and 6.30%respectively,and the chain mediating effect of the two accounted for 6.10%.Conclusions The turnover intention among pediatric junior nurses is at a moderate to a higher level,and compassion fatigue and organizational fairness play a chain mediating role between job stressors and turnover intention among junior pediatric nurses.The nursing managers should pay more attention to the job stressors and turnover intention of junior pediatric nurses,and can reduce the influence of job stressors on turnover intention by reducing compassion fatigue and improving organizational justice.

关 键 词：儿科低年资护士 离职意愿 共情疲劳 组织公平感 工作压力源 链式中介 

分 类 号：R192.6[医药卫生—卫生事业管理]