| 安徽省三甲医院注册护士工作家庭冲突、职业承诺与离职倾向的关系研究 |
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| 引用本文： | 周英,张秀军,杨从艳,赵梅君,张培培,胡秀丽. 安徽省三甲医院注册护士工作家庭冲突、职业承诺与离职倾向的关系研究[J]. 蚌埠医学院学报, 2018, 43(11): 1505-1509. DOI: 10.13898/j.cnki.issn.1000-2200.2018.11.033 |
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| 作者姓名： | 周英 张秀军 杨从艳 赵梅君 张培培 胡秀丽 |
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| 作者单位： | 1. 安徽医科大学 流行病与卫生统计学系, 安徽 合肥 230032;2. 蚌埠医学院第一附属医院 耳鼻喉头颈外科, 安徽 蚌埠 233004 |
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| 摘 要： | 目的:了解安徽省三甲医院注册护士离职倾向现状，分析工作家庭冲突、职业承诺和离职倾向的关系，为降低护士离职率、稳定护理队伍提供对策依据。方法:采用工作-家庭冲突量表、护士职业承诺量表和离职倾向量表对临床注册护士880名进行问卷调查。结果:单因素分析显示，二甲医院的注册护士离职倾向得分高于三甲医院（P<0.01），临床护士得分高于护士长（P<0.01），人事代理及合同制者得分均高于在编护士（P<0.01）；职称越低、不满意度越高、健康状态越差、专业兴趣越低、收入越少，离职倾向得分越高（P<0.01）；小儿科和急诊科离职倾向得分高于其他科室（P<0.01）。工作-家庭冲突总分及各维度与离职倾向之间均呈正相关关系（P<0.01）；职业承诺总分及各维度与离职倾向之间均呈负相关关系（P<0.01）；多因素分析显示，注册护士离职倾向影响因素依次为机会承诺、家庭工作冲突、规范承诺、情感承诺、专业兴趣、医院类型和年收入，此7种因素对离职倾向影响占59.0%（R2=0.590，P<0.01）。结论:护理管理者应采取干预措施降低家庭工作冲突，提高职业承诺，从而降低离职率，稳定护理队伍。
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| 关 键 词： | 注册护士 离职倾向 工作家庭冲突 职业承诺 |
| 收稿时间： | 2017-08-01 |
Relationship research between work-family conflict,occupational commitment and turnover intention of registered nurses in the top-three hospitals of Anhui |
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| Affiliation: | 1. School of Public Health, Anhui Medical University, Hefei Anhui 230032;2. Department of Otolaryngology Head and Neck Surgery, The First Affiliated Hospital of Bengbu Medical College, Bengbu Anhui 233004, China |
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| Abstract: | Objective: To know the turnover intention of registered nurses in top-three hospitals of Anhui,and analyze the relationships between work-family conflict,occupational commitment and turnover intention for providing the basis in decreasing the turnover rate of nurses and stabilizing the nurse team.Methods: A total of 880 registered nurses were investigated using the work-family conflict scale,competency inventory for registered nurse scale and turnover intention scale.Results: The result of single factor analysis showed that the turnover intention of registered nurses in top-three hospitals was lower than that in grade two hospitals(P<0.01),the score of which in common nurse was higher than that in head nurse(P<0.01),and the scores of which in personnel agent and contract nurses were higher than that in formal nurse(P<0.01).The lower the professional title,the higher the dissatisfaction,the worse the health condition and the lower the professional interest and income,the higher the turnover intention score was(P<0.01).The turnover intention scores in department of pediatrics and emergency medicine were higher than that in other departments(P<0.01).The total scores of work-family conflict and each dimension were positively related to the turnover intention(P<0.01).The total scores of occupational commitment and each dimension were negatively related to the turnover intention(P<0.01).Multivariate analysis showed that the opportunity commitment,family-work conflict,normative commitment,emotional commitment,professional interest,hospital type and annual income were the influencing factors in turn,and the influencing rate of those was is 59.0%(R2=0.590,P<0.01).Conclusions: The nursing managers should take intervention measures to decrease the family-work conflict,and improve occupational commitment for reducing the turnover rate and stabilizing nursing team. |
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