| 广东省20家综合医院不同性别护士职业获益感、心理资本和留职意愿的相关性研究 |
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| 引用本文： | 何燕娴,余飞,徐琳,余海洋,黄建玉. 广东省20家综合医院不同性别护士职业获益感、心理资本和留职意愿的相关性研究[J]. 职业卫生与应急救援, 2021, 39(5): 485-490. DOI: 10.16369/j.oher.issn.1007-1326.2021.05.001 |
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| 作者姓名： | 何燕娴 余飞 徐琳 余海洋 黄建玉 |
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| 作者单位： | 1.南部战区总医院干部病房一科, 国家老年疾病临床医学研究中心(解放军总医院)分中心, 广东 广州 510010 |
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| 基金项目： | 广东省护理学会护理科研课题gdhlxueh2019zx020;广东省省级科技计划项目2017b010125001 |
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| 摘 要： | 目的分析不同性别护士留职意愿现况和影响因素,为改进管理方式、提高护士留职率提供科学依据。方法采用护士职业获益感、心理资本、留职意愿调查量表对广东省20家综合医院的421名护士实施调查,应用结构方程模型分析获益感、心理资本和留职意愿间的直接、间接及因果关系。结果护士职业获益感总分为(4.10±0.61)分,各维度得分从高到低依次为良好护患关系、自身的成长、团队归属感、亲友认同、正向职业感知。心理资本总分为(3.94±0.60)分,各维度得分从高到低依次为效能、韧性、乐观、希望。留职意愿得分为(3.64±0.72)分。男性护士的留职意愿低于女性护士(P<0.05)。男性护士的职业获益感总分,正向职业感知、良好护患关系、自身的成长3个维度得分低于女性护士(P<0.05),男性护士的心理资本总分及其各维度得分与女性护士差异无统计学意义(P>0.05)。Amos 25.0建立的结构方程模型显示,职业获益感正向影响心理资本(P<0.05),男性护士职业获益感对心理资本的正向作用稍高于女性护士。心理资本正向影响留职意愿(P<0.05),女性护士职业获益感对留职意愿的直接正向作用高于男性护士。在职业获益感对留职意愿的影响中,心理资本存在中介作用(P<0.01)。男性护士心理资本的中介作用为0.324,女性护士为0.221。结论男女护士的心理资本均较低,留职意愿欠佳,以男性护士更甚。不同性别护士的职业获益感、心理资本、留职意愿之间相互影响的程度不同,医院管理者应充分考虑护士的性别差异,分别制定相关干预措施,提高护士留职意愿。
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| 关 键 词： | 护士 性别差异 职业获益感 心理资本 留职意愿 结构方程模型 中介效应 |
| 收稿时间： | 2020-12-19 |
Gender-different correlation of perceived professional benefits,psychological capital and intention to remain employed of nurses in 20 general hospitals in Guangdong Province |
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| Abstract: | Objective To compare the current situation and influencing factors of staff nurse retention between male and female nurses, so as to provide scientific basis for improving management methods and increasing job stability of nurses. Methods Totally 421 nurses in 20 general hospitals in Guangdong Province were investigated by perceived professional benefits scale, psychological capital scale and the intention to remain employed scale. The structural equation model was used to analyze their direct and indirect effects and the causal relationship. Results The score of perceived professional benefits was(4.01 ±0.61), the scores from high to low of each dimension were good nurse-patient relationship, self-development, belonging sense of team, recognition of relatives and friends, and positive career perception. The score of psychological capital was(3.94 ±0.60), the scores from high to low of each dimension were effectiveness, resilience, optimism and hope. The score of intention to remain employed was(3.64 ±0.72). The willingness of male nurses' intention to remain employed was much lower than that of female nurses(P < 0.05). Male nurses' scores of perceived professional benefits, positive professional perception, good nurse-patient relationship and self-development dimension were lower than that of female nurses(P < 0.05). There was no significant difference of the total psychological capital scores and scores in various dimensions between male and female nurses(P > 0.05). The structural equation model established by Amos 25.0 showed that the sense of professional benefit positively affects psychological capital(P < 0.05), and the positive effect of male nurses' sense of professional benefit on psychological capital was slightly higher than that of female nurses. Psychological capital had a positive impact on retention intention(P < 0.05), and the direct positive effect of female nurses' sense of professional benefit on retention intention was higher than that of male nurses. Psychological capital played an intermediary role in the influence of career benefit on retention intention(P < 0.01). The mediating effect of psychological capital of male nurses was 0.324 and that of female nurses was 0.221. Conclusions Both male and female nurses had low psychological capital, poor willingness to remain employed in hospital, and male nurses had much lower score than female nurses. The degree of interaction among professional benefit, psychological capital and retention intention between male and female nurses was different. Hospital managers should fully consider the gender differences of nurses and formulate relevant intervention measures to improve nurses' retention intention. |
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