组织支持在新护士转型冲击与职业倦怠之间的中介效应

目的了解新护士转型冲击现状并探讨其与职业倦怠、组织支持之间的关系，为护理管理者制定相应的组织支持策略，减轻新护士转型冲击，进而最大程度地降低职业倦怠提供理论依据。方法应用新护士转型冲击评价量表、职业倦怠量表和组织支持感问卷对湖南省3所三级医院172名新护士进行问卷调查。结果新护士转型冲击总均分为(91.73±19.94)分，得分率为67.95%；新护士转型冲击与职业倦怠呈正相关关系(P < 0.05)，与组织支持感呈负相关关系(P < 0.05)；组织支持在转型冲击与职业倦怠关系之间起部分中介作用，中介效应为0.12, 占总效应的15.7%。结论新护士转型冲击总体处于中等偏高水平，新护士转型冲击与职业倦怠、组织支持密切相关，转型冲击可以直接也可以通过组织支持间接预测职业倦怠，组织支持能够缓冲转型冲击对职业倦怠的影响。

Mediating effects of organizational support in the relationship between the transition shock and job burnout in new nurses

ObjectiveTo understand the status quo of the transition shock of new nurses, explore its relationship with job burnout and organizational support, provide theoretical basis for nursing managers to formulate corresponding organizational support strategies to reduce the transition shock of new nurses and job burnout to the greatest extent.MethodsOne hundred and seventy-two new nurses from three tertiary hospitals in Hunan province were investigated using the transition shock assessment scale, job burnout scale and organizational support questionnaire.ResultsThe total score of transition shpck in new nurses was(41.73±19.94) points, and the score rate of which was 67.95%.The transition shock was closely positively correlated with job burnout(P < 0.05), and negaively correlated with the sense of organizational support(P < 0.05).The organizational support played a partial intermediary role in the relationship between transition shock and job burnout, and the intermediary effect was 0.12, accounting for 15.7% of the total effect.ConclusionsThe transition shock of new nurses is generally on the middle and high level, and closely related to the job burnout and organizational support.The transition shock can directly predict the job burnout, and indirectly predict the job burnout through organizational support.The organizational support can buffer the impact of transition shock on job burnout.