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1.
护理人员工作压力与满意度及其影响因素分析   总被引:3,自引:0,他引:3  
[目的]了解护理人员对工作压力和满意度自我评价;探讨工作满意度与工作压力的影响因素.[方法]用整群抽样方法对某市两所三级医院按科室分布抽取科室,对所选科室的所有在编护士进行问卷调查.[结果]护理人员普遍感到工作压力大,对工作满意度不高.对工作不满意的原因主要有:收入低待遇差,护理工作不受重视、个人才能难以发挥,职称晋升难,缺乏业务培训等.[结论]调查结果对医院管理人员及有关部门制定医院护理人力资源管理对策,合理配备与使用护理人力,减轻工作负担与压力,提高其工作满意度有重要实用意义.  相似文献   

2.
医生工作负荷、工作满意度及人力配置认知意向调查   总被引:18,自引:0,他引:18  
目的:医生对工作负荷、人力配置、工作压力和满意度的自我认识与评价;年龄、学历、工作年限等个人特征对工作负荷、工作压力和工作满意度认知的影响。方法:分层整群抽样方法,对两所三级医院按科室分布抽取科室,对所选科室的所有在编医生进行问卷调查。结果:60.3%的医生认为工作负荷重,69.3%报告工作压力大,医生工作平均满意度为3.3%,收入满意度2.6%。有一半以上的医生认为现有人力配置数量、结构不适宜。工作负荷重的原因主要是医生缺乏。工作压力大的原因主要是医疗工作风险大、工作负荷重、急危重病人多。结论:医生工作负荷重、工作压力大、工作满意度不高。调查结果对医院管理人员制定医院医疗人力资源管理对策,合理配备与使用医生,减轻医生工作负荷与压力,提高其工作满意度有着重要的现实意义。  相似文献   

3.
医生工作量、工作压力与满意度认知及相关因素分析   总被引:2,自引:0,他引:2  
通过对医院医生工作量、工作压力和满意度的自我认识与评价调查资料分析,结果表明60.4%的医生认为工作量大,66.1%报告工作压力大。按Likert 5级分类,医生对工作满意度平均值3.3,收入满意度平均值2.5。对工作不满意的原因主要是收入低待遇差,工作不受重视,个人才能难以发挥,职称晋升难,缺乏业务培训、业务技术得不到提高,工作条件差。工作压力大的原因主要是医疗工作风险大,工作量大,急危重病人多。调查结果对制定医院医疗人力资源管理对策,合理配备与使用医生,减轻工作压力,提高其工作满意度有重要实用意义。  相似文献   

4.
目的 了解眼科护士的工作压力现况及其来源,并提出应对措施.方法 采用横断面调查法对某眼科医院60名在职护理人员进行问卷调查.结果 54人(90.0%)觉得工作压力大;42人(70.0%)在工作和生活的时间分配方面感到不合理;25人(41.7%)为护理过多患者忙得焦头烂额;30人(50.0%)对薪资不满意.工作中的困惑主要体现于协调难度大、护患关系、医护关系及与上级的关系不好处理;工作压力对护士影响作用包括情绪不好、降低工作效率、失眠、影响家庭生活;目前护士缓解压力的应对方式是向家人或朋友倾诉、自己默默承受.结论 针对眼科医院护理职业的工作压力来源,采取应对措施减轻工作压力负荷,促进护理人员身心健康,从而提高护理质量.  相似文献   

5.
黄家元 《现代保健》2010,(30):127-129
目的探讨护士工作稿意度情况及其影响因素。方法采用临床护士工作满意度调查表,对201名临床护士的工作满意度情况进行调查。结果201名临床护士的工作满意度水平较低,其主要原因是专业发展机会少、福利待遇低、职业风险大等。结论医院及护理管理者应采取有效措施,提高临床护士的工作满意度,激发临床护士工作的积极性,提高护理工作效率,减少护理人员的流失。  相似文献   

6.
护理人员流失原因分析及对策   总被引:14,自引:0,他引:14  
调查护理人员流失的情况发现:流失人数增加,流失渠道扩大,流失手段多种多样,影响了工作的开展,加重了在职护理人员工作负荷,造成了卫生资源的浪费。分析其原因,主要是护理人员待遇低,收入少;风险大,责任重;工作苦,任务重;地位低,理解少;职称低,晋升难。为改善护理人员现状,卫生行政部门和医院应该深化卫生改革,实施分类管理;加强精神文明建设,增强职业使命感;国家增加对卫生事业的财政投入;逐步提高护理人员工资水平;建立人才市场;实行等级护理收费;改革护理工作时制;调整津贴费用。  相似文献   

7.
目的探讨品管圈管理对护士工作压力及工作满意度的影响,为进一步提高医院护理人员工作满意度,降低护士工作压力提供政策建议。方法于2014年12月一个月内,随机选取兰州大学第一医院内科系统工作满1年并参加QCC管理的女性护理人员150人设定为试验组;随机选取兰州大学第一医院东岗院区内科系统工作满1年的女性护理人员150人设定为对照组。其中,试验组为兰大一院内护理系统已经实行了品管圈管理满2年;对照组为兰州大学第一医院东岗院区内护理系统未实行品管圈管理。采用《中国护士工作压力源量表》及《护士工作满意度量表》调查问卷。使用SPSS 19.0统计软件对数据进行统计分析。结果试验组与对照组的工作压力总分值差异有统计学意义(P0.05),实验组护士的工作压力总分值显著降低。多元线性回归分析结果显示,按照影响从大到小各维度的排列依次是:护理专业及工作方面问题(回归系数1.112)、时间分配及工作量问题(回归系数1.079)、管理及人际关系(回归系数1.074)、工作环境及仪器设备的问题(回归系数1.040)及病人护理方面的问题(回归系数1.015)。结论通过品管圈管理有助于降低护士的工作压力。其中,对护理专业及工作方面问题、时间分配及工作量问题、管理及人际关系的影响最大。品管圈管理对工作满意度影响不明显,但对维度工作负荷、与同事的关系和工作本身方面有显著影响。  相似文献   

8.
目的:观察儿科护理人员工作压力的原因及对策。方法资料选取于本院儿科工作的护理人员共58例,采用自制的儿科护士工作压力调查问卷对其产生工作压力的原因进行调查,并测定得分。结果40(72.73)例儿科护理工作者认为工作压力主要来源于工作环境或资源;其次39(70.91)例来源于患儿护理及其家属工作;且患儿护理及家属工作(77.25±6.71)分,工作环境或资源(88.75±2.51)分。结论儿科护理人员工作压力的主要来源是工作环境或资源,其次为患儿的护理与家属工作,医院应加强对护理人员工作环境的改善力度,并采取配套措施,有效减轻其工作压力,提升工作质量。  相似文献   

9.
住院病人护理工作满意度调查分析   总被引:2,自引:0,他引:2  
目的 了解住院病人对医院护理工作的满意度及其影响因素,为制定护理服务对策提供依据。方法 两阶段分层整群抽样方法确定调查对象。采用问卷调查。调查员深入病房向病人讲明原因、目的、注意问题后,让病人亲自填写问卷,问卷应答率为99.6%。结果 病人对护理工作总体满意度为94.5%。对护理环境、护理设备的满意程度低于对护理服务态度、护理技术水平的满意度。病人时护理工作中尚不满意的问题主要是病房设备简陋及病房环境差,护理人员数量不足,服药、注射时间安排不合理,对病人人文关怀服务和健康教育做的尚不够。结论 坚持“以病人为中心,以顾客满意为目标”的服务宗旨,进一步完善护理质量管理体系,加强对病人的人文关怀,重视心理护理和健康教育,加强病房环境、护理设备和护理队伍建设,满足病人不同需求.提高护理工作满意度。  相似文献   

10.
目的:统计三甲医院护理人员的护理工作差错发生情况,分析其与护理工作满意度、职业倦怠的关系。方法:2017年2月—8月采用整群随机抽样方法,选择4所三甲医院中符合标准的护理人员320名。采用一般资料调查问卷、护理工作差错调查问卷、工作满意度调查问卷、职业倦怠调查问卷对护理人员的工作情况进行调查分析,探讨护理工作差错与工作满意度及职业倦怠的相关性。结果:65.61%的护理人员承认在过去1年工作中发生护理差错。护理工作差错发生与工作满意度及职业倦怠呈相关性,护理人员个人的成就感、去人格化以及超负荷工作、工作不被认可、管理缺失、责任不明、福利待遇低等原因容易导致护理工作差错的发生。结论:基于工作满意度与职业倦怠对护理人员工作差错的影响,应通过制度优化,提高护理人员满意度,缓解职业倦怠,从而降低护理差错发生率。  相似文献   

11.
12.
Work and ageing     
The ageing of the general population and thus of working population, too, is one of the crucial aspects of modern society. Consequently, more and more people will be active and able/willing to work after 60 years of age out of personal choice, in relation to prolonged healthy life expectancy, better health conditions and expertise, and also due to economic and political considerations (delayed retirement age). Therefore the main problem is how to maintain the aging population in good health and promote and improve their working life and social integration. It is assumed that maintaining good working capacity depends on both health and occupational status, which are in turn supported by good working conditions (both environmental and relational) and healthy life styles. This leads to better quality of life, higher productivity and, consequently, a more satisfactory retirement period with consequent lower social costs both for the individual and the society.  相似文献   

13.
Work and pregnancy   总被引:2,自引:0,他引:2  
  相似文献   

14.
Alcohol and Work     
The purpose of this review is to examine the effects of alcoholon physiological variables associated with work; the problemsthat arise in industry from alcohol abuse, the risk factorsin different forms of employment in the development of alcoholismand industry responses to alcohol problems.  相似文献   

15.
Work and pregnancy   总被引:3,自引:0,他引:3  
Pregnancy outcomes of 7,155 women who worked between one and nine months of pregnancy were compared with outcomes of 4,018 women who were not employed. There were no differences in rates of prematurity, Apgar score, birthweight, perinatal death rate, or malformation prevalence. Working women were divided into those who left employment during the first eight months and those who worked all nine months. The latter had a lower rate of adverse outcome than the other working group and the nonworking group. This indicates that working to term in the absence of contraindications does not impose an added risk on mother or infant. After control of confounding by parity and other relevant factors, an increased risk of prolonged gestational age was seen among primiparous working women. There was an increased risk of fetal distress among those women leaving work prior to nine months who were having their third or subsequent child. A small decrease in birth weight was seen among women who left work prior to term but not among those who worked all nine months. Overall the results are reassuring that working during pregnancy is not in itself a risk factor for adverse outcome.  相似文献   

16.
ABSTRACT

This essay summarizes two worker injury narratives: (a) one in a bodywork context and (b) the other in a knowledge work context. Framed by these narratives, the essay integrates unobtrusive control theory with recent research on organizational health and wellness Discourses1. The author highlights how the material quality of corporeal resistance may be a conduit for change in unobtrusive organizational contexts. The essay concludes with practical recommendations for workers to question hidden, problematic, work norms as well as maintain authentic health and wellness as an organizational member.  相似文献   

17.
18.
CQI is a management paradigm adopted by many health care organizations. This paradigm can be helpful as health care organizations respond to the ethical demands created by the workplace, particularly respect for empowerment of the worker, shared levels of power, subsidiarity, collegiality, and the production of goods and services that meet the needs of the community served. An analysis of the workplace reveals other ethical questions that require the attention of managers, owners, and trustees. Some of these are not addressed by the CQI paradigm.  相似文献   

19.
20.
Maintaining a good work ability depends on satisfactory health and employment status, which is supported by suitable working conditions and correct life styles. From the biological perspective, ageing means a foreseeable progressive and overall deterioration of the various physiological systems, but not of such a kind and severity to consider most people over 50 as too old or unfit for work, as has been shown by several studies that assessed work ability not only in terms of biological age, but of functional age and actual work output. From the physio-pathological perspective, we can observe either illnesses associated with the passage of time or age-related changes that might precipitate diseases, as well as environmental changes that modulate ageing and developmental changes that accelerate or retard ageing. From the practical point of view, it should taken into account that job demands often do not follow the natural biological and functional changes of the individual, consequently the relative work load can be higher in older workers. On the other hand, ageing also means a professional growth in terms of strategic ability, shrewdness, wisdom and experience. The high interindividual variability of physical, mental and social conditions that is observed with the increase in age makes it necessary to adopt flexible and personally tailored measures, as shown by recent surveys in some European countries aimed at reducing age discrimination and work disability, and at promoting work ability by means of actions directed towards both improvement of work organisation and support of psycho-physical conditions of older workers.  相似文献   

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