工作满意度对护士组织公民行为的影响

目的 探讨工作满意度对护士组织公民行为的影响,为促进护士组织公民行为提供参考。方法 采用明尼苏达满意度问卷、护士组织公民行为量表对郑州市4所三级综合医院379名临床护士进行调查。 结果 护士组织公民行为总均分（4.39±0.46）分,工作满意度总均分（3.91±0.61）分,工作满意度与组织公民行为呈正相关（r = 0.458, P＜0.001）,控制人口学因素后,工作满意度对组织公民行为仍有显著影响（△R2 = 0.201, P＜0.001）,工作条件、管理者满意度对自我发展、主动服务、组织认同影响较大（P＜0.05）,个人责任感、管理者满意度对责任意识、帮助同事影响较大（P＜0.05）。结论 工作满意度可正向预测护士组织公民行为。管理者可通过提高护士工作满意度促进护士组织公民行为。     

组织气氛对护士组织公民行为的影响研究

目的探讨组织气氛对护士组织公民行为的影响,为促进护士组织公民行为提供参考。方法采用组织气氛量表、护士组织公民行为量表对天津市4所三甲医院的274名临床护士进行调查。结果护士组织公民行为总均分为4.38±0.48,组织气氛总均分为4.02±0.72,组织气氛及各维度与组织公民行为呈正相关(r=0.672,P0.01),控制人口学因素后,组织气氛对组织公民行为仍有显著影响(△R~2=0.478,P0.01)。结论组织气氛能够正向预测护士组织公民行为,以温暖与认可、自主性最为显著,护理管理者可通过营造良好组织气氛促进护士组织公民行为。     

海南省海口市三级甲等医院护士工作满意度现况及影响因素

目的了解海南省海口市三级甲等(以下简称"三甲")医院的护士工作满意度现况并分析其影响因素。方法采用分层整群随机抽样方法,于2018年7—8月从海口市的7家三甲医院中随机抽取4家,再从抽到的医院中每家随机抽取1个科室,对抽到的科室全体护士进行问卷调查。结果海口市三甲医院的护士工作满意度总体得分中位数为132.0,总体满意率为56.8%;各维度得分中位数最高的是管理者满意度和同事满意度,均为17.0,得分最低的为操作程序满意度12.0,各维度满意率最高的是工作本身(71.1%),而操作程序(28.2%)最低;不同年龄、职称、工作年限、聘用方式的护士工作满意度比较,差异均有统计学意义(均P0.05)。结论海口市三甲医院的护士工作总体满意度较低,尤不满操作程序、报酬及利益分配,建议有关部门及医院管理者采取优化相关工作操作程序、提高护士的工资水平、提高护士福利等措施,提升护士的工作满意度。     

临床医生的压力来源及其与工作满意度的关系研究

目的探讨临床医生的压力来源及其与工作满意度之间的关系,为进一步加强医院管理和调节医生心理健康提供依据.方法 对来自武汉市4家三甲医院临床医生的问卷调查数据进行相关分析.结果医生压力来源与工作满意度之间存在显著差异.结论工作压力是临床医生满意度的重要原因.     

护士长的道德型领导力与护士义务感对护士工作结果的影响

目的探讨护士长的道德型领导力及该领导力与护士义务感的联合效应对护士工作结果的影响。方法利用道德型领导力量表、义务感量表、组织公民行为量表及任务绩效量表设计了护士问卷与护士长问卷,问卷收回并剔除无效问卷后得到39份有效的护士长问卷及246份有效的护士问卷,根据被调查者的填写结果计算出护士长的道德型领导力得分、护士的义务感得分、护士的组织公民行为得分及护士的任务绩效得分。采用相关性分析法和多元逐步回归分析法将护士长的特点及护士的特点联合起来,探讨护士长的道德型领导力和护士的义务感的联合效应对护士的组织公民行为及任务绩效的影响。结果护士长的道德型领导力的总体得分为(3.61±0.75);护士义务感的总体得分为(3.77±0.57);护士的组织公民行为的总体评分为(3.75±0.49);护士的任务绩效总体评分为(3.67±0.67);护士长的道德型领导力与护士组织公民行为评分呈正相关(r=0.219,P<0.01),与护士的任务绩效评分呈正相关(r=0.252,P<0.001);回归分析结果表明,护士长的道德型领导力对护士的组织公民行为(P<0.001)及任务绩效(P<0.001)的正向预测作用都是显著的,而且护士长的道德型领导力与护士的义务感可以联合预测护士组织公民行为14.0%的变异量(P<0.05)并预测护士任务绩效18.6%的变异量(P<0.01)。结论护士长的道德型领导力对护士的组织公民行为及任务绩效的影响均显著,且护士的义务感会加强护士长的道德型领导力对护士的组织公民行为及任务绩效的影响。说明护士长需要采用道德型领导风格来领导护士,在此同时医院采取各种措施提高护士的义务感会加强道德型领导力的应用效果。     

上海市三级甲等医院儿科急诊护士职业价值观、成就动机对组织公民行为和工作倦怠的影响

目的探讨儿科急诊护士职业价值观对组织公民行为和工作倦怠的影响,以及成就动机在其中的中介作用。方法于2019年1—3月采用方便抽样法,抽取上海市5家三级甲等医院186名儿科急诊护士作为调查对象,采用工作倦怠量表、成就动机量表、职业价值观量表及组织公民行为量表对其进行调查,并对数据进行分析。结果儿科急诊护士价值观得分为88.55±15.24,得分率68.11%;成就动机得分为74.14±14.28,得分率为62.35%;组织公民行为得分为94.46±11.28,得分率为78.72%;工作怠倦得分为66.68±10.82,得分率为74.09%;职业价值观与组织公民行为呈正相关(r=0.374, P0.01),职业价值观与工作倦怠呈负相关(r=-0.512,P0.01),成就动机与组织公民行为呈正相关(r=0.433, P0.01),成就动机与工作倦怠呈负相关(r=-0.482,P0.01),职业价值观与成就动机呈正相关(r=0.458, P0.01);儿科急诊护士成就动机在职业价值观与组织公民行为间起部分中介效应,中介效应占总效应的40.89%;儿科急诊护士成就动机在职业价值观与工作倦怠间起部分中介效应,中介效应占总效应的33.34%。结论上海市5家三级甲等医院186名儿科急诊护士成就动机在职业价值观对组织公民行为和工作倦怠的影响中起到中介作用,提高其成就动机有助于提高组织公民行为和降低工作倦怠。     

护士长领导行为方式和护士工作满意度关系研究

目的 以PM理论为基础,探讨护士长领导行为方式与护士工作满意度之间的关系.方法 采用问卷（量表）调查法.一般资料问卷和PM量表分别用以调查北京市3家三甲医院36名站护士长的一般情况和PM类型,满意度量表用以调查下属459名护士对于工作的满意度.结果 36名护士长中.10名（27.78％）领导行为方式属于PM型;4名（11.11％）属于pM型;Pm型和pm型各11名（30.56％）.下属护士的满意度方差分析显示,4组差异具有显著性（P＜0.05）,PM组的护士工作满意度与pm组的护士工作满意度差异具有显著性（P＜0.05）.结论 护士长领导行为方式与护士工作满意度之间存在相关性,关注两者的相关性并有针对性地加以运用,能够为实现优质护理服务可持续发展提供独特、有益的视角和参考依据.     

不同人口学特征的临床护士自我效能感与应对方式的相关性研究

目的了解综合性三甲医院不同人口学特征临床护士的自我效能感和应对方式现状,探讨两者间的相关性,为有效提高『临床护士自我效能感提供理论依据。方法选取广东地区三所综合性三甲医院480名临床护士,采用一般自我效能感量表(GSES)和特质应对方式问卷(TCSQ)分别对其自我效能感状况和应对方式进行调查研究。结果临床护士自我效能感总体得分较高,68.54%临床护士属于自我效能感较高人群。72.08%临床护士倾向于选择积极应对方式。不同性别、年龄、受教育程度、婚姻状况临床护士的自我效能感及应对方式存在不同程度的差异。自我效能感与应对方式的关系研究显示,临床护士自我效能感较高者在积极应对方式及应对倾向上得分显著高于自我效能感较低者(t=5.639,P0.01;t=5.990,P0.01),而在消极应对方式上得分则显著低于自我效能感较低者(t=3.981,P0.01)。此外,临床护士自我效能感与积极应对方式及应对倾向呈显著正相关(r=0.349,P0.01;r=0.363,P0.01),而消极应对方式呈显著负相关(r=-0.239,P0.01)。结论临床护士的自我效能感与其特定的应对方式密切相关,发展积极良好的应对方式有利于提高其自我效能感。此外,不同人口学特征临床护士自我效能感与应对方式情况存在差异,可采取针对性的干预措施。     

某三甲军队医院聘用制护士工作压力的调查

目的：通过调查,了解军队三甲医院聘用制护士工作压力的程度和特点,为有效的护理管理提供依据。方法采用护理工作压力源量表,于2014年8月对某军医大学附属三甲医院的162名聘用制护士进行问卷调查。结果军队三甲医院护士的工作压力源处于较高水平;护士的压力源维度以“工作量及时间分配方面的问题”得分最高,护士具体的工作压力前3位依次是;非护理性工作太多、护理操作会引起患者的疼痛、工资太低;不同月收入护士间的工作压力具有差异性。结论军队护理管理者应对临床护士的工作压力引起重视,并引导或采取措施帮助护士应对同工作压力,以期提高护士健康水平,并提高临床护理质量。     

护士人文关怀护理模式对护士人文执业能力和职业获益感的影响

目的：探讨护士人文关怀护理模式对护士人文执业能力、护士职业获益感和护士工作满意度的影响,以期为护理管理者对护士实施人文关怀提供参考。方法：对无锡市某三甲医院814名临床护士进行护士人文关怀护理模式的干预,采用护士人文执业能力测评量表、护士职业获益感问卷和护士工作满意度调查表对814名护士进行调查。结果：干预前,护士人文执业能力得分为32(26～52)分,干预后,护士人文执业能力得分为41(27～52)分,两者比较差异有统计学意义（Z值=4.85,P <0.001）;干预前,护士职业获益感得分为44(29～58)分,干预后,护士职业获益感得分为57(31.75～61)分,两者比较差异有统计学意义（Z值=5.96,P <0.001）;干预前,护士工作满意度得分为71.5(48～79)分,干预后,护士工作满意度得分为75(56～82)分,两者比较差异有统计学意义（Z值=4.88,P <0.001）。结论：实施护士人文关怀护理模式有助于提高护士的人文执业能力、护士职业获益感及护士工作满意度,从而提升护士工作积极性,增强护士职业发展信心,稳定护理队伍。     

护理人员职业倦怠与组织承诺、工作满意度的关系研究

目的研究职业倦怠与组织承诺、工作满意度的关系。方法采用整群随机抽样的方法,选取黑龙江省3家三级甲等公立医院660护理人员进行职业倦怠、组织承诺、工作满意度问卷调查。结果 (1)护理人员组织承诺、工作满意度和职业倦怠的平均分依次为(3.87±0.62)分、(3.24±0.71)分、(3.12±0.58)分,(2)工作满意度、组织承诺与职业倦怠分别为低度负相关关系,(3)福利待遇、规范承诺、排班、年龄、专业发展机会、婚姻状况、学历、家庭和工作平衡对职业倦怠的联合解释量为19.9%。结论护理人员组织承诺好工作满意度处于较高水平,职业倦怠比较严重,组织承诺、工作满意度对护理人员职业倦怠有负向预测作用。     

Association between intention to stay on the job and job satisfaction among Japanese nurses in small and medium-sized private hospitals

In order to examine the relationship between the intention to stay on the job and job satisfaction among Japanese nurses, and to obtain clues for preventing turnover, we conducted a questionnaire survey. The subjects involved in the survey included 625 female nurses (registered nurses, licensed practical nurses and assistant nurses) working in 4 small and medium-sized private hospitals, excluding directors of nursing. Of the 625 questionnaires distributed, 556 (89.0%) were returned. After excluding the questionnaires with missing values, 480 questionnaires were analyzed (effective response rate, 76.8%).The average age of the respondents was 32.8 yr (range: 20-65). The content of the questionnaire was nurse attributes, job satisfaction (30 items) and intention to stay on the job. For job satisfaction, factor analysis (principal factor method and promax rotation) was performed, and factors with an eigenvalue of > or =1 were extracted. Six factors were extracted by factor analysis. These factors were interpreted as "Work as specialists" (1st factor), "Relationship with superiors" (2nd factor), "Comfortable life" (3rd factor), "Relationship among nurses" (4th factor), "Communication with physicians" (5th factor) and "Working conditions" (6th factor). The factor scores were calculated and used as a scale for the evaluation of job satisfaction. To investigate the factors associated with intention to stay on the job among nurses, the standard partial regression coefficient was computed by multiple linear regression analysis, with intention to stay on the job as the dependent variable, and nurse attributes and job satisfaction (factor scores) as independent variables. Various factors including the organizational culture of each hospital may affect the relationship between job satisfaction and the intention to stay on the job. In order to adjust for these factors, differences among hospitals were included in the statistical model as independent variables. The result of the multiple regression analysis suggests that the intention to stay on the job was higher among nurses who were older and more satisfied with work as specialists (1st factor) and working conditions (6th factor).     

Organizational citizenship behavior among hospital employees: a multidimensional analysis involving job satisfaction and organizational commitment

As hospitals continue to face intense pressure to control operating costs, many have resorted to staff reductions and other redesign efforts. The remaining employees are frequently asked to do more with less. In these uncertain times, it is important that hospital administrators understand the concept of organizational citizenship behavior (OCB) and attempt to attract and retain those employees capable of exhibiting such behaviors. This study examined the relationships between three organizational commitment components, as well as job satisfaction (including specific facet measures) and two separate forms of OCB. Usefulness analyses indicated that satisfaction with coworkers and affective commitment were the two most important predictors of one dimension of citizenship behavior, as each construct contributed unique variance in the dependent variable. Implications for future research and practice are provided.     

成都市某三甲医院护士工作满意度与护理环境和工作压力的中介效应

目的探讨护士工作满意度、护理环境和工作压力的相关性及其作用机制,为提高护士工作满意度提供有效的依据。方法采用整群抽样,抽取成都市某三甲医院的144名护士于2017-04进行问卷调查,内容包括基本情况调查表、明尼苏达满意度短式量表、护士工作压力源量表、护理工作环境量表。采用Spearman相关性探讨变量间的关系,中介效应分析采用Bootstrap法和结构方程模型。检验水准α=0.05。结果护士工作满意度得分(3.11±0.81)分,护龄、工作性质、科室(P<0.05)对护士工作满意度有影响。相关分析显示,护士工作满意度与工作压力呈负相关(r=-0.599,P<0.01)、与护理环境(r=0.747,P<0.01)呈正相关,工作压力与护理环境呈负相关(r=-0.581,P<0.01);Bootstrap中介效应分析显示工作压力在护理环境与护士工作满意度间起到了部分中介作用(LLCI=0.1436,ULCI=0.4873),结构方程模型显示护理环境以工作压力为中介变量对工作满意度间接预测的路径系数为0.20,占总效应的24.69%。结论护士工作满意度处于中等水平,护理环境可直接影响护士工作满意度,也可通过工作压力间接影响工作满意度。医院管理者可通过构建良好护理环境,减低护士工作压力,从而提高护士工作满意度。     

Role conflict and ambiguity: an empirical investigation of nursing personnel

A review of the nursing literature provides a number of hypotheses regarding levels among nurses of role ambiguity (uncertainty regarding others' expectations) and role conflict (incompatible demands from various role senders or from multiple roles held simultaneously). Questionnaire data collected from 504 registered staff nurses, licensed practical nurses, nurses aides and head nurses/supervisors in five hospitals failed to provide much support for these hypotheses. Although levels of role conflict and ambiguity were low for most nurses, they were significantly related to job stress, organizational commitment, job satisfaction, and intentions to quit.     

Job Satisfaction Among Hospital Nurses: Facility Size and Location Comparisons

Despite recent declines in turnover and vacancy rates, maintaining a stable nursing staff continues to be critical to the effective operation of American hospitals. Job satisfaction is a pivotal element in nurse retention, and organizational theory suggests that some of the factors that influence job satisfaction vary by facility size. This is a study of job satisfaction among a sample of 731 nurses providing direct patient care in 22 hospitals. The sample includes approximately equal numbers of nurses employed in very small rural hospitals (1-49 beds), medium sized facilities located in small towns (50-99 beds), and larger metropolitan institutions (> 100 beds). Differences by hospital size were observed in overall job satisfaction and in five sub-dimensions of that concept (i.e., professional status, task requirements, pay, organizational policies, and autonomy). With the exception of pay, the results indicated that nurses employed in the very small rural hospitals were more satisfied with their jobs. Differences by hospital size were also observed in the personal characteristics of the nurses, several specific aspects of their job, and in their perceptions of job mobility. A set of four hierarchically nested ordinary least squares regression models indicated that job-specific characteristics were the most powerful predictors of job satisfaction.     

The relationship between hospital unit culture and nurses' quality of work life

Turnover rates for hospital nurses have been increasing in recent years, which is partially a result of increasing pressure on nurses from higher productivity expectations in a managed care environment. Improving nurse retention is a difficult challenge to managers since the bureaucratic cultural norm of hospitals, with its hierarchical structures, rules, and regulations, and heavy emphasis on measurement of outcomes and costs, may not be the culture most conducive to enhancing nurses' job satisfaction and commitment. Accordingly, this study investigates the relationships between unit organizational culture and several important job-related variables for nurse retention in the labor and delivery units of seven hospitals. Data analysis shows that unit organizational culture does affect nurses' quality of work life factors and that human relations cultural values are positively related to organizational commitment, job involvement, empowerment, and job satisfaction, and negatively related to intent to turnover. These findings suggest that although increasing recruitment of nurses and improved compensation and benefits strategies may offset hospital nurse shortages in the short term, improving quality of work life may be a more practical and long-term approach to improving hospital nurse retention.