杭州市三级综合医院护士专业自我概念现状调查及影响因素分析

目的：了解杭州市三级综合医院护士专业自我概念的水平并分析其相关影响因素。方法采用随机抽样及配额抽样的方法利用护士专业自我概念量表对杭州市3家综合医院护士的专业自我概念进行问卷调查,数据用SPSS 17．0软件进行分析。结果共调查912名护士,其专业自我概念总分为（212．67＆#177;19．18）分,得分比值为0．61;各分维度得分比值,以职业态度最大为0．71,护际关系最小为0．52。人口学组织学因素中不同的科室与加班时长护士的专业自我概念总分差异具有统计学意义（F＝3．405,7．121;P＜0．01）,不同的年龄、工作年限、职称、婚姻及子女状况、用工性质对护士专业自我概念的各个分维度呈现不同程度的影响。结论本次调查中护士的专业自我概念总体水平不高,医院管理者应对护士进行相应的干预,帮助其形成正确而清晰的专业自我概念,以提高工作效率,保证护士队伍稳定,实现优质护理。     

临床护士专业承诺调查研究

目的：了解临床护士专业承诺现状。方法：对345名临床护士进行问卷调查。结果：临床护士专业生涯涉入意愿及专业生涯正向评价得分较低。不同年龄、工作年限、科室、用工性质、技术职称、婚姻状况、薪资及学历护士之间的专业承诺有差异。结论：建议从多方面采取措施提高临床护士对专业的忠诚度。     

影响儿科护士专业稳定性因素的调查分析

[目的]探讨儿科护士专业稳定性的影响因素及对策。[方法]采用问卷调查方法，对自贡市5所综合性医院60名儿科护士的工作满意度情况进行了调查。[结果]引起儿科护士的工作满意度低的主要原因是病人家属对护士专科技术要求过高、大量的非护理性的工作、奖金或绩效工资低、书面工作繁多、工作量太大、护理工作的社会地位低等。[结论]建议管理者应了解影响儿科护士专业稳定性的因素，在提高护士满意度方面采取措施；提供学习机会、增加护士编制、建立健全后勤支持系统、对儿科奖金给予倾斜政策、创建良好的人际关系等。     

护士组织承诺现状调查研究

目的调查护士组织承诺现状,探讨提升护士组织承诺的对策,为护理管理者制订相关决策提供理论依据。方法采用护士组织承诺问卷对潍坊市某三级甲等医院323名护士进行调查。结果护士组织承诺(4.16±0.55)分,总体处于高水平;护士的年龄、月总收入及护士级别是组织承诺的影响因素(P0.01或P0.05)。结论护士组织承诺总体处于高水平;护理管理者应加强对31～40岁、月总收入低及高级别护士的关注,采取有效措施,持续提升护士组织承诺水平。     

影响儿科护士专业稳定性因素的调查分析

[目的 ]探讨儿科护士专业稳定性的影响因素及对策。 [方法 ]采用问卷调查方法 ,对自贡市 5所综合性医院 60名儿科护士的工作满意度情况进行了调查。 [结果 ]引起儿科护士的工作满意度低的主要原因是病人家属对护士专科技术要求过高、大量的非护理性的工作、奖金或绩效工资低、书面工作繁多、工作量太大、护理工作的社会地位低等。 [结论 ]建议管理者应了解影响儿科护士专业稳定性的因素 ,在提高护士满意度方面采取措施 ;提供学习机会、增加护士编制、建立健全后勤支持系统、对儿科奖金给予倾斜政策、创建良好的人际关系等。     

护士组织承诺的影响因素分析

目的了解护士组织承诺的现状,探讨影响护士组织承诺的因素。方法以广州市某三级甲等医院600名在职护士为研究对象进行问卷调查,调查其一般情况和有关工作事务满意度以及组织承诺情况,一般情况对护士组织承诺的影响采用单因素方差分析。结果护士一般情况中婚姻、第一学历、户籍地、任职方式、职称、月收入、工作时间对组织承诺均有显著影响（P〈0．05）;护士对岗位、科室氛围、护士长管理方式等有关工作事务的满意度均能显著影响其组织承诺（P〈0．05）。结论护理管理者应重视组织承诺的各种影响因素,实行合理的人性化管理,提高护士待遇,从而加强护士的工作责任心,提高护理队伍的组织承诺。     

本科护生专业承诺的现状调查

目的 了解本科护生专业承诺的现状,为护理教育提供参考.方法 采用连榕等编制的《大学生专业承诺调查量表》对在校的本科护生进行调查.结果 本科护生的专业承诺不高,呈中等偏上水平.其中,理想承诺得分最低,其次是继续承诺和情感承诺,规范承诺得分最高.不同年级、性别、录取志愿、生源地护生的专业承诺得分比较,差异有统计学意义(P＜0.05).结论 当前本科护生的专业承诺状况不容忽视,学校应重视并采取各种针对性措施提高本科护生的专业承诺水平.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

目的 了解深圳市三级医院临床护士组织承诺现状及其影响因素.方法 采用问卷调查法,分层随机抽取深圳市某三级医院347名临床护士进行组织承诺测定,并对调查结果进行分析.结果 临床护士组织承诺总分为(60.45±9.99)分,5个维度的得分以规范承诺得分最高(14.49±2.97)分,其他依次为感情承诺(13.50±3.57)分,理想承诺(11.69±3.20)分,经济承诺(11.27±3.23)分,机会承诺(9.50±3.30)分;组织承诺各维度受年龄、护龄、婚姻状况、职称等人口特征因素的影响.结论 临床护士组织承诺处于中等偏上水平;影响临床护士组织承诺的因素是多维的;人口特征因素对5种组织承诺类型分别有不同的影响.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

目的了解深圳市三级医院临床护士组织承诺现状及其影响因素。方法采用问卷调查法,分层随机抽取深圳市某三级医院347名临床护士进行组织承诺测定,并对调查结果进行分析。结果临床护士组织承诺总分为（60．45±9．99）分,5个维度的得分以规范承诺得分最高（14．49±2．97）分,其他依次为感情承诺（13．50±3．57）分,理想承诺（11．69±3．20）分,经济承诺（11．27±3．23）分,机会承诺（9．50±3．30）分;组织承诺各维度受年龄、护龄、婚姻状况、职称等人口特征因素的影响。结论临床护士组织承诺处于中等偏上水平;影响临床护士组织承诺的因素是多维的;人口特征因素对5种组织承诺类型分别有不同的影响。     

某三甲医院护士组织承诺的影响因素分析

目的:了解护士组织承诺现状,探讨影响护士组织承诺的因素。方法:采用《中国职工组织承诺量表》对某三级甲等医院临床护士816名进行问卷调查。结果:被调查护士群体组织承诺总体水平较高[总分为(64.54±9.73)分],不同职务、不同科室、不同周夜班数均对组织承诺有影响(P0.05),不同工作态度、人力配备、有无公平晋升机会对组织承诺有影响(P0.05)。结论:护理管理者应重视影响组织承诺的因素,思考和运用各种有效的管理手段,逐步提高护士的组织承诺。     

上海地区公立医院护士组织承诺的现状调查

目的调查护士组织承诺现状及其影响因素,为护理管理提供参考依据。方法抽取上海市22家公立医院的1600名护士,采用凌文辁等编制的《中国职工组织承诺量表》进行问卷调查,对护士组织承诺的现状和影响因素进行分析。结果回收有效问卷1 582份,护士组织承诺总均分为(2.57±0.48)分,其中情感承诺(2.59±0.61)分、规范承诺(2.81±0.53)分、理想承诺(2.73±0.56)分、经济承诺(2.38±0.62)分、机会承诺(2.34±0.58)分;年龄、护龄、婚姻状况、所在科室、晋升机会、培训学习机会、工作氛围、收入、排班及护士长的管理方式等因素与护士组织承诺有相关性(P0.05);不同性别、学历、任职方式和职务的护士组织承诺得分差异无统计学意义(P0.05)。结论上海地区公立医院护士总体组织承诺处于中等偏上水平,护理管理者应针对影响护士组织承诺水平的相关因素,采取有效措施,进一步提高临床护士组织承诺水平。     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.     

深圳市三级医院临床护士组织承诺及影响因素调查分析

Objective To study the organizational commitment and influencing factors of clinical nurses at tertiary hospital in Shenzhen. Methods 347 clinical nurses from a tertiary hospital were select-ed by stratified random sampling and investigated and analyzed for organizational commitment with ques-tionnaires. Results Total score for organizational commitment of clinical nurses was (60.45±9.99),in which, from the highest to the lowest, the scores for five aspects were normative commitment (14.49±2.97), affective commitment (13.50±3.57), ideal commitment (11.69±3.20), economic commitment (11.27±3.23), opportunity commitment (9.50±3.30),respectively, their influencing factors included age, nursing age, mari-tal status, professional tide. Conclusions The organizational commitment of clinical nurses is at higher-middle level, their influencing factors are multi-dimensional, demographic characteristics have different im-pact on five aspects of organizational commitment.