1423名临床护士薪酬公平感水平现状及影响因素分析
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摘要
目的调查临床护士薪酬公平感的现状,分析其影响因素。方法 2018年3月,采用方便抽样的方法,选取湖北省4家三级医院1 423名临床护士,采用一般资料调查表、薪酬公平感量表、离职倾向量表、组织职业生涯管理量表对其进行调查。采用多元线性回归分析其影响因素。结果 1 423名临床护士薪酬公平感总分为(48.38±13.14)分,离职倾向总分为(14.01±4.17)分,组织生涯管理总分为(49.81±8.29)分。多因素分析结果显示,职称、学历、离职倾向、组织职业生涯管理等是护士薪酬公平感的主要影响因素(P<0.01),共解释变异量的54.8%。结论本组护士薪酬公平感处于中等水平,且受职称、学历、离职倾向、组织职业生涯管理等因素的影响。针对初级职称、硕士学历、离职倾向高、组织职业生涯管理水平低的护士,医院和护理管理者应根据其不同的特点,给与一定的支持和引导,建立科学、合理的绩效薪酬体系,实施有效的职业生涯管理,逐步提高护士工作满意度和薪酬公平感。
Objective To explore the status quo of compensation justice of clinical nurses at tertiary hospitals and its influence factors.Methods In March 2018,1 423 clinical nurses in 4 tertiary hospitals in Hubei province were selected by convenience sampling and they were investigated by using general information questionnaire,compensation justice scale,the turnover intention scale and the organizational career management.Multiple linear regression analysis was used to analyze the influence factors of compensation justice.Results The total score of compensation justice,turnover intention and the organizational career management was 48.38±13.14,14.01±4.17 and 49.81±8.29 respectively.Professional title,educational background,turnover intention and the organizational career management were influence factors of compensation justice(P<0.01).Conclusion Compensation justice of clinical nurses is in a mediate level which is influenced by professional title,educational background,turnover intention and the organizational career management.For nurses with primary title,those highly educated,those with high turnover intention and those with poor organization career management,targeted measures and support,scientific and reasonable performance payment system,and effective career management according to their different characteristics are conducive for the improvement of the nurses 'job satisfaction and compensation justice.
Objective To explore the status quo of compensation justice of clinical nurses at tertiary hospitals and its influence factors.Methods In March 2018,1 423 clinical nurses in 4 tertiary hospitals in Hubei province were selected by convenience sampling and they were investigated by using general information questionnaire,compensation justice scale,the turnover intention scale and the organizational career management.Multiple linear regression analysis was used to analyze the influence factors of compensation justice.Results The total score of compensation justice,turnover intention and the organizational career management was 48.38±13.14,14.01±4.17 and 49.81±8.29 respectively.Professional title,educational background,turnover intention and the organizational career management were influence factors of compensation justice(P<0.01).Conclusion Compensation justice of clinical nurses is in a mediate level which is influenced by professional title,educational background,turnover intention and the organizational career management.For nurses with primary title,those highly educated,those with high turnover intention and those with poor organization career management,targeted measures and support,scientific and reasonable performance payment system,and effective career management according to their different characteristics are conducive for the improvement of the nurses 'job satisfaction and compensation justice.
引文
[1]陈黎明,卞丽芳,邵丽芳,等.公立医院护士工作满意度现状调查及对策研究[J].中华医院管理杂志,2018,34(6):500-504.DOI:10.3760/cma.j.issn.1000-6672.2018.06.016.
[2]刘俐,谢徐萍,钟晨曦,等.开展优质护理服务前后护士工作满意度的调查[J].解放军护理杂志,2013,30(9):16-18.DOI:10.3969/j.issn.1008-9993.2013.09.005.
[3]姜荣萍.企业员工薪酬公平感结构维度及其相关研究[D].广州:暨南大学,2007.
[4]罗莉,秦玮,李洋.上海市某三级综合性医院医师薪酬公平感与职业满意度的关系研究[J].中国卫生资源,2015,18(5):331-333.DOI:10.13688/j.cnki.chr.2015.15141.
[5]于倩倩,尹文强,黄冬梅,等.公立医院医师薪酬公平感与工作满意度、离职倾向的关系研究[J].中国卫生资源,2016,19(3):199-202.DOI:10.13688/j.cnki.chr.2016.15270.
[6]杨艳,张敏,冯婷,等.临床护士核心自我评价、工作满意度和离职倾向的关系[J].中国健康心理学杂志,2014,22(4):550-552.DOI:10.13342/j.cnki.cjhp.2014.04.029.
[7] Christine D, Michael R, Sofia D, et al. Leadership Skills forNursing Unit Managers to Decrease Intention to Leave[J].Nursing:Research and Reviews,2015(5):57-64.DOI:10.2147/NRR.S46155.
[8]徐玉林,李善玲,黄红艳,等.护士职业生涯管理研究现状及思考[J].中国护理管理,2015,15(6):681-684.DOI:10.3969/j.issn.1672-1756.2015.06.014.
[9]刘辉,王艳冬,谭玉华,等.中医医院护理组织文化现状调查[J].中华现代护理杂志,2016,22(30):4414-4416.DOI:10.3760/cma.j.issn.1674-2907.2016.30.031.
[10] Niehoff B P, Moorman R H. Justice as a Mediator of theRelationship Between Methods of Monitoring and Organi-zational Citizenship Behavior[J]. Acad Manage J, 1993, 36(3):527-556. DOI:10.2307/256591.
[11]吕颖.事业单位人员绩效工资公平感与工作态度的关系研究[D].石家庄:河北经贸大学,2011.
[12]华清.护士工作满意度与离职倾向的关系探究[D].苏州:苏州大学,2014.
[13]龙立荣,方俐洛,凌文辁.组织职业生涯管理与员工心理与行为的关系[J].心理学报,2002,34(1):97-105.
[14]林玲,李红英,张新庆.9省45家医院医务人员薪酬公平感状况及诱因分析[J].中国医院管理,2015,35(1):26-27.
[15]游静.我国医务人员薪酬水平现状及改善策略研究[J].中国卫生经济,2018,37(8):17-21.DOI:10.7664/CHE20180804.
[16]中华人民共和国国家卫生和计划生育委员会.全国护理事业发展规划(2016-2020年)[J].中国护理管理,2017,24(1):1-5.DOI:10.3969/j.issn.1672-1756.2017.01.001.
[17]刘继终,陈长蓉.公立医院护士绩效薪酬满意度的现状调查与分析[J].护理研究, 2012,26(3C):790-791.DOI:10.3969/j.issn.1009-6493.2012.09.009.
[18]庄嘉元,姜小鹰,林迎春,等.精神薪酬满意度对护士离职意愿的影响[J].中国护理管理,2013,13(10):45-47.DOI:10.3969/j.issn.1672-1756.2013.010.017.
[19]陈彩花,缪滔,郭云萍.护士精神薪酬满意度对其组织公民行为的影响[J].中国护理管理,2016, 16(2):224-227.DOI:10.3969/j.issn.1672-1756.2016.02.020.
[20]卢伟,徐建鸣.国内低年资护士离职原因及对策[J].护理学报,2016,23(19):26-29.DOI:10.16460/j.issn1008-9969.2016.19.026.
[21]曹晓翼,陆丽清,刘晓虹.专业自我概念在护士职业认同与职业倦怠间的中介效应[J].中华护理杂志, 2010,45(11):965-968.DOI:10.3761/j.issn.0254-1769.2010.11.001.
[22]姚萍萍,吴飞,王超虹.全日制护理硕士研究生职业认同的质性研究[J].中华现代护理杂志,2015,21(8):974-976.DOI:10.3760/j.issn.1674-2907.2015.08.038.
[23]杨巾夏,陈翠萍,段霞,等.护理专业学位硕士研究生职业期望与就业体验的质性研究[J].护理学杂志,2015,30(7):6-8.DOI:10.3870/hlxzz.2015.07.006.
[24]史瑞芬,刘银燕,张振路.广东省三级医院护士离职情况调查[J].中国护理管理,2016,16(11):1503-1506.DOI:10.3969/j.issn.1672-1756.2016.11.014.
[25]陈晓飞,何彩娣.我国医院护士离职原因相关研究进展[J].中国农村卫生事业管理, 2014,34(10):1204-1206.
[26] Barber A E, Simmering M J. Understanding Pay Plan Ac-ceptance:The Role of Distributive Justice Theory[J]. HumResour Manage R, 2002, 12(1):25-42.DOI:10.1016/s1053-4822(01)00039-0.
[27]叶宝娟,符皓皓,雷希,等.组织公平感对农村幼儿教师离职倾向的影响:有调节的中介模型[J].2018,26(5):1030-1033.DOI:10.16128/j.cnki.1005-3611.2018.05.041.
[28]臧爽,赵梅珍,柏兴华,等.老年病房护士职业承诺与组织职业生涯管理调查及聚类分析[J].护理学杂志,2015,30(23):52-55.DOI:10.3870/j.issn.1001-4152.2015.23.052.
[29]陈娟慧,尹心红,陈银娟.某三级甲等医院护士感知的职业生涯管理状况分析及对策[J].护理学报, 2012,19(5B):51-53.DOI:10.3969/j.issn.1008-9969.2012.10.016.
[2]刘俐,谢徐萍,钟晨曦,等.开展优质护理服务前后护士工作满意度的调查[J].解放军护理杂志,2013,30(9):16-18.DOI:10.3969/j.issn.1008-9993.2013.09.005.
[3]姜荣萍.企业员工薪酬公平感结构维度及其相关研究[D].广州:暨南大学,2007.
[4]罗莉,秦玮,李洋.上海市某三级综合性医院医师薪酬公平感与职业满意度的关系研究[J].中国卫生资源,2015,18(5):331-333.DOI:10.13688/j.cnki.chr.2015.15141.
[5]于倩倩,尹文强,黄冬梅,等.公立医院医师薪酬公平感与工作满意度、离职倾向的关系研究[J].中国卫生资源,2016,19(3):199-202.DOI:10.13688/j.cnki.chr.2016.15270.
[6]杨艳,张敏,冯婷,等.临床护士核心自我评价、工作满意度和离职倾向的关系[J].中国健康心理学杂志,2014,22(4):550-552.DOI:10.13342/j.cnki.cjhp.2014.04.029.
[7] Christine D, Michael R, Sofia D, et al. Leadership Skills forNursing Unit Managers to Decrease Intention to Leave[J].Nursing:Research and Reviews,2015(5):57-64.DOI:10.2147/NRR.S46155.
[8]徐玉林,李善玲,黄红艳,等.护士职业生涯管理研究现状及思考[J].中国护理管理,2015,15(6):681-684.DOI:10.3969/j.issn.1672-1756.2015.06.014.
[9]刘辉,王艳冬,谭玉华,等.中医医院护理组织文化现状调查[J].中华现代护理杂志,2016,22(30):4414-4416.DOI:10.3760/cma.j.issn.1674-2907.2016.30.031.
[10] Niehoff B P, Moorman R H. Justice as a Mediator of theRelationship Between Methods of Monitoring and Organi-zational Citizenship Behavior[J]. Acad Manage J, 1993, 36(3):527-556. DOI:10.2307/256591.
[11]吕颖.事业单位人员绩效工资公平感与工作态度的关系研究[D].石家庄:河北经贸大学,2011.
[12]华清.护士工作满意度与离职倾向的关系探究[D].苏州:苏州大学,2014.
[13]龙立荣,方俐洛,凌文辁.组织职业生涯管理与员工心理与行为的关系[J].心理学报,2002,34(1):97-105.
[14]林玲,李红英,张新庆.9省45家医院医务人员薪酬公平感状况及诱因分析[J].中国医院管理,2015,35(1):26-27.
[15]游静.我国医务人员薪酬水平现状及改善策略研究[J].中国卫生经济,2018,37(8):17-21.DOI:10.7664/CHE20180804.
[16]中华人民共和国国家卫生和计划生育委员会.全国护理事业发展规划(2016-2020年)[J].中国护理管理,2017,24(1):1-5.DOI:10.3969/j.issn.1672-1756.2017.01.001.
[17]刘继终,陈长蓉.公立医院护士绩效薪酬满意度的现状调查与分析[J].护理研究, 2012,26(3C):790-791.DOI:10.3969/j.issn.1009-6493.2012.09.009.
[18]庄嘉元,姜小鹰,林迎春,等.精神薪酬满意度对护士离职意愿的影响[J].中国护理管理,2013,13(10):45-47.DOI:10.3969/j.issn.1672-1756.2013.010.017.
[19]陈彩花,缪滔,郭云萍.护士精神薪酬满意度对其组织公民行为的影响[J].中国护理管理,2016, 16(2):224-227.DOI:10.3969/j.issn.1672-1756.2016.02.020.
[20]卢伟,徐建鸣.国内低年资护士离职原因及对策[J].护理学报,2016,23(19):26-29.DOI:10.16460/j.issn1008-9969.2016.19.026.
[21]曹晓翼,陆丽清,刘晓虹.专业自我概念在护士职业认同与职业倦怠间的中介效应[J].中华护理杂志, 2010,45(11):965-968.DOI:10.3761/j.issn.0254-1769.2010.11.001.
[22]姚萍萍,吴飞,王超虹.全日制护理硕士研究生职业认同的质性研究[J].中华现代护理杂志,2015,21(8):974-976.DOI:10.3760/j.issn.1674-2907.2015.08.038.
[23]杨巾夏,陈翠萍,段霞,等.护理专业学位硕士研究生职业期望与就业体验的质性研究[J].护理学杂志,2015,30(7):6-8.DOI:10.3870/hlxzz.2015.07.006.
[24]史瑞芬,刘银燕,张振路.广东省三级医院护士离职情况调查[J].中国护理管理,2016,16(11):1503-1506.DOI:10.3969/j.issn.1672-1756.2016.11.014.
[25]陈晓飞,何彩娣.我国医院护士离职原因相关研究进展[J].中国农村卫生事业管理, 2014,34(10):1204-1206.
[26] Barber A E, Simmering M J. Understanding Pay Plan Ac-ceptance:The Role of Distributive Justice Theory[J]. HumResour Manage R, 2002, 12(1):25-42.DOI:10.1016/s1053-4822(01)00039-0.
[27]叶宝娟,符皓皓,雷希,等.组织公平感对农村幼儿教师离职倾向的影响:有调节的中介模型[J].2018,26(5):1030-1033.DOI:10.16128/j.cnki.1005-3611.2018.05.041.
[28]臧爽,赵梅珍,柏兴华,等.老年病房护士职业承诺与组织职业生涯管理调查及聚类分析[J].护理学杂志,2015,30(23):52-55.DOI:10.3870/j.issn.1001-4152.2015.23.052.
[29]陈娟慧,尹心红,陈银娟.某三级甲等医院护士感知的职业生涯管理状况分析及对策[J].护理学报, 2012,19(5B):51-53.DOI:10.3969/j.issn.1008-9969.2012.10.016.