护士付出-获得不平衡对护士离职意愿影响研究

目的 探讨护士付出-获得不平衡状况与职业倦怠、离职意愿之间的关系.方法 采用一般情况表、付出-获得不平衡量表、护士职业倦怠量表和护理离职意愿量表随机调查杭州市3所三级甲等综合医院680名护士,其中有效问卷470份(69.1%).结果 被调查护士群体处于付出.获得不平衡状态的比例达31.9%,超负荷比例达82.3%;付出-获得不平衡状况、职业倦怠和离职意愿之间高度相关(P<0.01),且付出-获得不平衡和职业倦怠状况均直接影响护士的离职意愿(P<0.05).结论 为减轻护士离职意愿,促进护士群体健康,可通过提升地位、改善待遇、优化晋升条件等途径,纠正护士的付出-获得不平衡状态,采取相关措施积极有效预防护士职业倦怠的产生.应加强对年轻护士和合同护士的关注,采取相应措施减轻其离职意愿.

Influence of effort-reward imbalance on turnover intention in nurses

Objective To investigate the relationship between effort-reward imbalance and job burnout and turnover intention. Methods Six hundred and eighty nurses in three municipal comprehensive hospitals in Hangzhou were surveyed utilizing Questionnaires on general conditions, Effort-Reward Imbalance Inventory, Maslach Burnout Inventory and Turnover Intention Inventory, and 470 effective questionnaires were obtained (69.1%). Results Among the nurses surveyed, 31.9% of the nurses were in the state of effort-rewards imbalance, and 82.3% of nurses were overloaded in job. Effort-reward imbalance was significantly related to job burnout and turnover intention (P<0.01), and effort-reward imbalance and job burnout had directly impact on turnover intention (P<0.05). Conclusion To decrease the turnover intention of nurses and improve the nursing development, the measures of salary increase and job promotion optimization should be adopted to inverse the state of effort-reward imbalance and prevent nurses from job burnout. In addition, more attention should be paid to young nurses and contract nurses to decrease the turnover intention.