加强合同制护士管理势在必行

针对在聘同制护士队伍中存在的问题,对１１０名在聘合同制护士的择业动机,职业心态,未来设想进行调查,发现他们的择业动机复杂,存有理想和现实的冲突,对未来缺乏信心,提出应加强合同制护士的择业动机,满足合同制护士的尊重需求,提出合同制护士的职业素质,引导合同制护士的自我认同。     

合同护士110名情况调查及管理对策

随着聘用合同护士现象的出现，对于她们的管理已成为重要课题。在聘用合同护士中存在的问题，若不及时地解决，将会影响护理质量和人类健康水平的提高。作通过对110名在聘合同护士的工作、生活情况调查，发现她们的择业动机复杂，存有理想和现实的冲突．对未来缺乏信心。对此提出：(1)优化合同护士的择业动机，(2)满足合同护士的尊重需求。(3)提高合同护士的职业素质。(4)引导合同护士的自我认同。     

合同制护士思想状况调查与分析

目的 :了解合同制护士思想 ,为医院实施有效管理提供依据。方法 :采用问卷方法对 10 5名合同制护士就择业动机、自我评价、对福利待遇的看法等内容进行调查分析。结果 :多数合同制护士热爱护理专业 ,有较强的自信心 ,有深造和晋升、晋级的愿望 ,也存在很多后顾之忧。结论 :加强合同制护士规范管理有重要现实意义。     

合同制护士职业获益感的研究

目的：探讨合同制护士的职业获益情况,为其职业的稳定发展提供依据。方法参考美国首席护士理事会对护士职业益处的调查和Dibert等1994年自行研制的带教护士获益与回报感量表自行设计问卷,对合同制护士和正式在编护士进行问卷调查。结果合同制护士的职业获益感低于正式在编护士的职业获益感（ P＜0.05）;文化程度为大专的合同制护士的职业获益感得分与中专、本科的护士比较均有差异（均P＜0.05）,正式在编护士的职业获益感年龄20～30岁的护士与年龄31～40岁和41～50岁的护士比较均有差异（均P＜0.05）;正式在编护士、合同制护士的职业获益感得分内科护士低于外科护士（ P ＜0.05）。结论护理工作的性质决定着护士的职业获益感,护士的职业获益感来源多种多样,影响因素也多种多样。护理管理者应对合同制护士职业稳定提供干预。     

合同制护士规范化管理后的职业满意度分析

目的了解规范化管理对合同制护士职业满意度的影响。方法2008年1月开始,对合同制护士进行规范化管理,逐步实施了提高经济待遇和政治待遇、创建护士职业上升平台、提供公平竞聘护士长和选拔优秀机会、发挥社会支持系统等管理举措。采用护士职业满意度量表在2007年12月和2009年6月分别对合同制护士进行调查。结果规范化管理前后,合同制护士整体满意度分别为(143.04±35.21)分、(191.28±50.28)分,经比较,t=9.72,P0.05。结论规范化管理使合同制护士的职业满意度提高,从而稳定了护理队伍。     

大连市317名合同制护士心理授权与职业疲溃感相关性研究

目的了解合同制护士心理授权与职业疲溃感的现状,探讨两者之间的关系,为缓解合同制护士职业疲溃感提供理论借鉴。方法采用一般资料问卷、心理授权量表和职业疲溃感量表对大连市三级甲等综合性教学医院的317名合同制护士进行问卷调查。结果合同制护士心理授权得分（43．76±6．15）分,处于中等水平;情感耗竭、去人格化、个人成就感得分分别为（28．20±11．18）分、（8．32±6．65）分和（35．38±8．50）分,提示合同制护士职业疲溃感较为严重;合同制护士心理授权与情感耗竭（r=-0．463,P〈0．01）和去人格化（F=-0．249,P〈O．01）呈负相关,与个人成就感呈正相关（r=0．503,P〈O．01）。结论心理授权可有效预测合同制护士的职业疲溃感,管理者可通过提高合同制护士心理授权水平减轻其职业疲溃感。     

合同制护士工作满意度调查分析及管理对策

目的：了解东莞市合同制护士工作满意度的整体状况,寻求并采取合理的合同制护士管理对策。方法：对东莞市合同制护士随机抽样进行问卷调查,问卷内容包括护士基本情况、工作满意度等。结果：不同学历、婚姻状况及职称的合同制护士工作满意度有差别,不同职称的合同制护士在收入、工作任务、职业地位方面满意度均数之间的差异都有统计学意义。结论：有效提高合同制护士的工作满意度、稳定合同制护士队伍是提高医院护理质量的关键。     

合同制护士职业发展对离职意愿影响的研究

目的探讨合同制护士职业发展对其离职意愿的影响。方法对浙江省温岭市某医院的120名合同制护士和120名正式编制护士进行问卷调查,比较两组护士职业发展和离职意愿评分的差别,然后采用相关分析、多元回归分析探讨职业发展对离职意愿的影响。结果①合同制护士职业发展总分及审视职业环境与职业选择、职业计划的实施和医院所提供的职业发展环境评分均低于正式编制护士(P<0.05);合同制护士离职意愿总分及考虑离开目前的单位和考虑放弃护理职业评分均高于正式编制护士(P<0.05)。②职业发展总分(r=-0.425)、审视职业环境与职业选择(r=-0.367)、职业计划的实施(r=-0.238)和医院所提供的职业发展环境(r=-0.573)与离职意愿呈负相关(P<0.05)。③医院所提供的职业发展环境、审视职业环境与职业选择和职业计划的实施对离职意愿有显著的预测作用。结论合同制护士职业发展水平低下是其产生离职意愿的重要原因。     

某医院合同制护士离职原因调查现状及分析

目的：调查并分析天津市某二级甲等医院合同制护士离职原因。方法：采用便利抽样法,对五年离职的合同制护士用自制问卷对其离职原因进行调查。结果：薪酬、福利待遇低、不能转为编制内、工作与家庭不能兼顾、专业发展空间小、工作环境不满意等是导致合同制护士离职的主要原因。结论：医院应采取多项措施,改善临床合同护士的职业环境,提高合同制护士的薪酬、福利待遇,增加合同护士转为编制内的机会,以提高护士职业认同感,减少护士流失,稳定护理队伍。     

三甲综合医院合同制护士与编制护士离职意愿调查分析

目的:探讨合同制与编制护士的离职意愿及其相关特征因素的差异。方法:随机选取3所三级甲等综合医院的195名合同制护士和189名编制护士,采用离职意愿问卷、医院护士离职影响因素问卷、明尼苏达工作满意度量表(MSQ)和付出-回报失衡量表(ERI)进行调查。结果:合同制护士的离职意愿检出率高于编制护士(P0.05),合同制护士4个维度的护士离职影响因素问卷评分和职业紧张指数高于编制护士(P0.05),而合同制护士的工作满意度评分低于编制护士(P0.05)。结论:合同制护士的离职意愿检出率高,需改变不合理的护理人事制度,改善合同制护士的薪酬待遇,提高其工作满意度和减轻其职业紧张程度,以减少护士离职的发生。     

Investigation and analysis on the relative factors that influence contracted nurses to resign initiatively

At present , it is an ordinary existing problem in thewhole world that nursing staff runs off . Nursing staff’s lossphenomenonis very severe in our country ,the number of lossincreases year by year ,theloss channel is increasing constant-ly ,the loss mea…     

Do new roles contribute to job satisfaction and retention of staff in nursing and professions allied to medicine?

BACKGROUND: Studies have suggested that job dissatisfaction is a major factor influencing nurses' and occupational therapists' intention to leave their profession. It has also been related to turnover of qualified nurses. However, literature relating to these factors among nurses and professions allied to medicine in innovative roles is scarce. AIMS: This paper considers the views of 452 nurses and 162 professionals allied to medicine (PAMs) in innovative roles, on job satisfaction, career development, intention to leave the profession and factors seen as hindering and enhancing effective working. METHODS: A self-completion questionnaire was developed as part of a larger study exploring new roles in practice (The ENRiP Study). FINDINGS: Overall there was a high level of job satisfaction in both groups (nurses and PAMs). Job satisfaction was significantly related to feeling integrated within the post-holder's own professional group and with immediate colleagues, feeling that the role had improved their career prospects, feeling adequately prepared and trained for the role, and working to protocol. Sixty-eight percent (n = 415) of respondents felt the role had enhanced their career prospects but over a quarter of respondents (n = 163; 27%) said they would leave their profession if they could. Low job satisfaction was significantly related to intention to leave the profession. CONCLUSIONS: The vast majority of post-holders in innovative roles felt that the role provided them with a sense of job satisfaction. However, it is essential that the post-holders feel adequately prepared to carry out the role and that the boundaries of their practice are well defined. Career progression and professional integration both being associated with job satisfaction.     

职业压力对合同护士生存质量的影响

目的了解三甲医院合同护士生活质量的现况,探索职业压力对合同护士生活质量水平的影响,同时确定与生活质量相关的工作压力源。方法以健康状况问卷、工作压力量表和自行设计的一般情况调查表,对广州市某三甲医院的235名合同护士进行调查,以了解职业压力对合同护士生存质量的影响。结果合同护士生活质量得分与普通人群比较,差异具有统计学意义（均P〈0．01）。不同职业压力水平的合同护士在生活质量总体水平及各维度上的比较,差异具有统计学意义（均P〈0．01）。随着职业压力水平的增加,合同护士生活质量得分下降。结论合同护士的生活质量值得关注,合同护士的职业压力越高,其生活质量越差,护理管理者可通过控制护理职业压力源提高合同护士的生活质量。     

亚健康状况在新护士职业适应能力与留职意愿间的中介效应分析

目的 分析亚健康状况在新护士职业适应能力与留职意愿之间的中介效应。方法 2020年1—2月选取青岛市4所三级甲等综合医院的341名新护士作为调查对象,采用职业适应能力量表、亚健康评定量表和护士留职意愿量表对其进行调查。采用SPSS 25.0分析新护士职业适应能力、亚健康状况与留职意愿的相关性,采用AMOS 22.0分析亚健康状况在职业适应能力与留职意愿间的中介效应。结果 本组新护士亚健康状况、职业适应能力及留职意愿总分依次为（72.79±14.07）分、（103.72±13.76）分、（23.89±3.65）分。新护士职业适应能力、亚健康状况与留职意愿均呈正相关（P<0.05）。新护士亚健康状况在职业适应能力与留职意愿之间存在部分中介效应（β=0.383,P<0.05）。结论 本组新护士职业适应能力、亚健康状况、留职意愿均处于中等偏上水平。新护士职业适应能力可以通过亚健康状况间接影响其留职意愿。护理教育者及管理者应积极采取措施提高新护士职业适应能力,改善新护士健康状况,以提升其留职意愿。     

A systematic literature review of nurse shortage and the intention to leave

chan z.c.y., tam w.s., lung m.k.y., wong w.y. & chau c.w. (2013) Journal of Nursing Management  21 , 605–613 A systematic literature review of nurse shortage and the intention to leave Aim To present the findings of a literature review regarding nurses’ intention to leave their employment or the profession. Background The nursing shortage is a problem that is being experienced worldwide. It is a problem that, left unresolved, could have a serious impact on the provision of quality health care. Understanding the reasons why nurses leave their employment or the profession is imperative if efforts to increase retention are to be successful. Evaluation Electronic databases were systematically searched to identify English research reports about nurses’ intention to leave their employment or the profession. Key results concerning the issue were extracted and synthesized. Key issues The diversified measurement instruments, samples and levels of intention to leave caused difficulties in the attempt to compare or synthesize findings. The factors influencing nurses’ intention to leave were identified and categorized into organizational and individual factors. Conclusions The reasons that trigger nurses’ intention to leave are complex and are influenced by organizational and individual factors. Further studies should be conducted to investigate how external factors such as job opportunities correlate with nurses’ intention to leave. Implications for nursing management The review provides insight that can be useful in designing and implementing strategies to maintain a sustainable workforce in nursing.     

Investigation and analysis on the relative factors that influence contracted nurses to resign initiatively

At present , it is an ordinary existing problem in thewhole world that nursing staff runs off . Nursing staff’s lossphenomenonis very severe in our country ,the number of lossincreases year by year ,theloss channel is increasing constant-ly ,the loss means is varied[1]. This kind of phenomenon ismore outstanding among the contract system nurses . Howtoattract and keep a nursing staff , play their enthusiasm andcreativity better has already become an i mportant problemthat a hospital administr…     

Why students choose occupational therapy as a career.

To recruit students to occupational therapy, we need to know what prospective students seek in careers. A survey consisting of an attitude inventory was sent to 403 current occupational therapy students with a response rate of 54%. Earlier research identified that students had primarily altruistic goals in selecting occupational therapy as a profession, and this study continued to find that students wanted to help others; however, this was not a predictor of their favoring the profession. A factor analysis of the inventory revealed that students chose occupational therapy as a career because they liked the salaries, nationwide job availability, regular hours, and prestige that is associated with the profession. Students were more positive about the profession if they had experience working in occupational therapy departments, and 40% reported that no specific persons had influenced their career decision.     

某民营医院护士职业获益感与离职意愿的相关性研究

目的探讨民营医院护士职业获益感与离职意愿的相关性,为民营医院护理管理者制订稳定护理队伍的策略提供理论依据。方法采用一般资料调查表、职业获益感问卷和离职意愿量表对某民营医院148名在职临床护士进行调查。结果民营医院护士职业获益感总分为(131.91±17.84)分,处于中等水平;护士离职意愿得分为(15.49±3.39)分,离职意愿较高;护士职业获益感与离职意愿呈负相关(P0.01)。结论护士职业获益感对离职意愿有负性影响,民营医院护理管理者应采取有效措施提升护士职业获益感,降低护士离职意愿,减少离职行为的发生,从而增强护理队伍的稳定性。     

急诊科护士职业承诺与其离职意愿的相关性

目的了解急诊科护士职业承诺及离职意愿的现状及其相关性,为稳定急诊科护理队伍提供对策依据。方法采用问卷调查法,对上海市2所三级甲等医院110名急诊科护士进行调查,调查内容为一般资料、护士离职意愿及职业承诺水平。结果急诊科护士离职意愿得分为(2.60±0.55)分,总体职业承诺得分为(2.59±0.38)分;除机会承诺外,护士职业承诺总分及各因子得分与其离职意愿均呈显著负相关(P<0.01)。结论急诊科护士离职意愿水平较高,而总体职业承诺水平偏低;护理管理者应重视提高急诊科护士的职业认同,引导积极的认知评价,从而提升急诊科护士对护理职业的归属感,达到稳定急诊科护理人才队伍的目的。