道德式领导与护士核心自我评价对合同制护士工作投入的影响研究

目的探讨道德式领导、核心自我评价对合同制护士工作投入的影响,以期为护理人力资源管理提供参考依据。方法采用道德式领导量表、核心自我评价量表、Utrecht工作投入量表对哈尔滨市3所三级甲等综合医院980名合同制护士进行调查。结果道德式领导、核心自我评价与Utrecht工作投入各维度间均两两显著相关(P0.01),且道德式领导、护士核心自我评价对工作投入有显著正向影响(P0.01)。结论强化护理管理者的道德式领导,增强合同制护士核心自我评价,亦可提升合同制护士的工作投入。     

Securing intensive care: towards a better understanding of intensive care nurses’ perceived work pressure and turnover intention

Aim. To provide insight into the individual and contextual factors that are related to intensive care nursing staff perceptions of work pressure and turnover. Background. Hospitals are facing a shortage of intensive care nurses that will only become more pressing owing to demographic changes. Nurses’ sickness absence and turnover are considered important threats to the supply of intensive care. Design. A quantitative, cross‐sectional research design was used that was preceded by a qualitative, explorative study. Method. First, interviews and observations took place to better understand intensive care nurses’ work situation. Next, quantitative data were obtained in 2010 from 461 Dutch qualified intensive care nurses who completed a questionnaire. Findings. The outcomes of multiple regression analyses indicated that nurses’ perceptions of work pressure were predicted by emotional demands, physical demands, threats from patients’ relatives, social support and autonomy. Turnover intention was predicted by age, ability to deal with night shifts, social support and development opportunities. Conclusions. Given the importance of the availability of staff to secure intensive care, this study indicates that hospitals should pay more attention to intensive care nurses’ work situation. Decreasing emotional and physical demands and increasing nurses’ development opportunities are some of the measures hospitals can take to create a work environment that better accommodates the needs of their intensive care nursing staff.     

锦州市三级甲等医院护士离职相关因素调查

目的：调查护士主动离职意愿现状及其相关影响因素,为临床制定人力资源管理的相关措施提供依据。方法：采用问卷调查法对辽宁省锦州市某两家“三甲”医院的208名护士主动离职意向的相关因素进行调查分析。结果：不同婚姻状况及不同学历的护士对主动离职因素存在统计学差异（P〈0.05）,工作15年以上的护士离职意愿最低,造成护士产生离职因素的主要是职业本身特点、福利待遇。结论：建议医院及护理管理者采取有效措施降低护士离职意愿,并在提高护士福利待遇、提高医院人力资源管理水平、减轻护士工作压力等方面给予足够的重视。     

我国男护士离职意愿的研究

阐述了离职意愿的概念和测量工具,分析我国男护士离职意愿的现状和男护士产生离职意愿的影响因素,提出宣传男护士社会地位、改善人力资源管理措施和提高薪酬福利等对策。     

株洲市聘用制护士组织承诺与离职倾向的研究

目的了解聘用制护士组织承诺、离职倾向的现状,探讨影响其组织承诺、离职倾向的相关因素。方法采用组织承诺量表和离职倾向量表对164名聘用制护士进行问卷调查,结果聘用制护士的工作科室、收入、学历、婚姻状况对其组织承诺有影响,其经济收入、职称、情感承诺、规范承诺越高,离职倾向越低。结论管理者应该提高聘用制护士的经济收入、职称、情感承诺、规范承诺,以降低离职倾向。     

组织承诺对护士离职意愿的影响

目的:了解组织承诺对护士离职意愿的影响。方法:对北京市3所三级甲等医院的392名护士采用组织承诺量表和离职意愿量表进行问卷调查。结果:离职意愿与组织承诺中的感情承诺和规范承诺呈显著的负相关(r值分别为_0.668,_0.206;P<0.01)。结论:感情承诺和规范承诺可以预测护士的离职意愿。