工余塑造和知觉压力在心内科医务人员毒性领导行为与组织忠诚度的多重中介作用  

Multiple mediating effects of after-work shaping and perceived stress on toxic leadership behavior and organizational loyalty of medical staff in cardiology department

作　　者：庾巧 曾丽 YU Qiao;ZENG Li(Department of Cardiovascular,Deyang People's Hospital,Deyang,Sichuan 618000,China)

机构地区：[1]德阳市人民医院心血管内科,四川德阳618000

出　　处：《职业与健康》2024年第22期3099-3104,共6页Occupation and Health

基　　金：2022年四川省性社会学与性教育研究中心课题(SXJYZ2227)。

摘　　要：目的了解知觉压力、工余塑造在毒性领导行为对心内科医务人员组织忠诚度的影响机制中的多重中介作用。方法2023年9月,采用横断面研究设计,便利抽取四川省5所三级甲等医院心内科医务人员为调查对象。采用一般资料调查表、毒性领导行为调查表、组织忠诚度调查表、知觉压力调查表和工余塑造调查表对297名心内科医务人员进行调查。采用PROCESS插件构建链式中介模型。结果297名三级甲等医院心内科医务人员毒性领导行为得分为(74.97±16.69)分,组织忠诚度得分为(40.57±11.92)分,知觉压力得分为(29.42±8.73)分,工余塑造得分为(27.11±7.12)分。心内科医务人员毒性领导行为对组织忠诚度的间接效应成立,总间接效应为0.473,占总效应的43.29%。其中工余塑造和知觉压力对毒性领导行为的特定中介效应分别占23.14%和13.55%,两者的链式中介作用占6.59%。结论知觉压力和工余塑造在毒性领导行为和组织忠诚度间的多重中介效应成立。建议医院管理者多关注毒性领导行为水平较高的医务人员,降低知觉压力,提升工余塑造水平,进而提高其组织忠诚度。Objective To explore the multiple mediating roles of perceived stress and after-work shaping in the influence mechanism of toxic leadership behavior on organizational loyalty of medical staff in cardiology department.Methods In September2023,a cross-sectional study design was used to conveniently select medical staff in the department of cardiology from five grade-A tertiary hospitals in Sichuan Province as the research object.A total of 297 cardiology medical staff were investigated by general information questionnaire,toxic leadership behavior questionnaire,organizational loyalty questionnaire,perceived stress questionnaire and after-work shaping questionnaire.Build a chain mediation model using the PROCESS plugin.Results The scores of toxic leadership behavior,organizational loyalty,perceived stress and after-work shaping of 297 medical staff in the cardiology department from grade-A tertiary hospitals were(74.97±16.69),(40.57±11.92),(29.42±8.73)and(27.11±7.12)points,respectively.The indirect effect of toxic leadership behavior of medical staff in cardiology department on organizational loyalty was established,with a total indirect effect of 0.473,accounting for 43.29%of the total effect.The specific mediating effects of after-work shaping and perceived stress on toxic leadership behavior accounted for 23.14%and 13.55%,respectively,and the chain mediating effect of the two accounted for 6.59%.Conclusion The multiple mediating effects of perceived stress and after-work shaping between toxic leadership behavior and organizational loyalty are established.It is suggested that hospital managers should pay more attention to medical staff with high level of toxic leadership behavior,reduce perceived stress,improve the level of after-work shaping,and then improve their organizational loyalty.

关 键 词：心内科 医务人员 毒性领导行为 组织忠诚度 知觉压力 工余塑造 中介作用 

分 类 号：R192[医药卫生—卫生事业管理]