非沪籍合同制护士工作满意度及其影响因素调查

目的调查非沪籍合同制护士工作满意度及其影响因素,为提高护士工作满意度、稳定护理队伍探讨相关的对策。方法 2011年6-10月,便利抽取上海市长宁区3所二级医院的非沪籍合同制护士100名,采用自制问卷对其进行工作满意度及其影响因素调查。结果不同学历、职称、年龄、婚姻状况及工作岗位的护士满意度得分的差异有统计学意义(P<0.05或P<0.01)。不同学历层次护士在管理、工作负荷、同事关系3个因子的得分差异均有统计学意义(均P<0.05);不同职称护士在工作负荷、个人发展2个因子的得分差异均有统计学意义(均P<0.05);21～25岁与26～30岁年龄组在同事关系因子的得分差异有统计学意义(P<0.05);不同婚姻状况护士在管理及工作负荷2因子的得分差异均有统计学意义(均P<0.05);不同工作岗位护士在个人发展因子的得分差异有统计学意义(P<0.05)。结论针对各层次护士的不同需求,制定个性化的管理对策,对提高非沪籍合同制护士满意度,降低护理人员的离职率有较大意义。

Investigation of Job Satisfaction and Its Related Factors of Non-Shanghai Contract Nurses

Objective To investigate the job satisfaction situation of the non - Shanghai contract nurses,so as to explore the related strategies to improve nurse job satisfaction and stabilize the care team. Methods From June to October 2011, 100 non-Shanghai contract nurses were selected randomly from three secondary hospitals in Changning Hospital of Shanghai to be surveyed with a self-designed nurse job satisfaction rating scale. Results Significant differences were observed on job＇s satisfaction in nurses with different qualification,job title,age,marital status and operating post（P〈0.05 or P〈0.01）. Significant differences were also observed on the scores of management, workload, colleagues＇ relation in nurses with different academic levels（P〈0.05）. There were significant differences on the scores of work load, personal development in nurses with different professional titles（P〈0.05）. There were significant differences on colleagues〈 relationship between 21-to 25-year-group and 26-to 30-year-group（P〈0.05）. Significant difference was observed on scores of management and workload in nurses with different marital status （P〈 0.05）. Significant difference was also observed on scores of personal development in nurses with different operating posts（P〈0.05）. Conclusion Innovative and adaptable managerial interventions play a vital role in improving nurses＇ job satisfaction and strengthening their intention to stay.