三级医院护士付出-回报失衡与组织公平感相关性调查
|
摘要
目的了解三级医院护士付出-回报失衡与组织公平感的现状,分析两者的相关性。方法采用一般资料调查表,付出-回报失衡量表和组织公平感量表对湖南省三级医院的396名临床护士进行问卷调查。结果三级医院中40.40%的护士处于付出-回报失衡状态,43.18%的护士处于超负荷状态,组织公平感得分为71.95±13.55,三级医院护士组织公平感与付出-回报失衡中付出与超负荷维度呈负相关,与回报维度呈正相关(P<0.01)。结论目前三级医院护士付出-回报失衡情况有改善但仍需缓解,组织公平感处于中等水平,护士回报越多、付出与超负荷越少,护士组织公平感越强,因此应通过缓解付出-回报失衡情况来提升护士的组织公平感。
[Objective]To understand the status of effort-reward imbalance and organizational justice perception among nurses in tertiary hospital,analyze the correlation between them.[Methods] By using the general information questionnaire,effort-reward imbalance scale and organizational justice perception scale,a questionnaire survey was conducted among 396 clinical nurses in tertiary hospitals in Hunan Province.[Results]40.40% of nurses in tertiary hospitals were in a state of effort-reward imbalance,43.18% of the nurses were in a state of overload,and the score of organizational justice perception was 71.95 ±13.55. The organizational justice perception in nurses from tertiary hospitals was negatively correlated with effort and overload dimensions in effort-reward imbalance,and positively correlated with reward dimension(P<0.01).[Conclusion]At present,the effort-reward of nurses in tertiary hospitals has improved but still needs to be alleviated,and the sense of organizational justice is at a moderate level. The more reward the nurses get,and the less effort and overload they pay,the stronger the organizational justice perception of nurses.Therefore,it is necessary to improve the nurses' organizational justice perception by alleviating the effort-reward imbalance.
[Objective]To understand the status of effort-reward imbalance and organizational justice perception among nurses in tertiary hospital,analyze the correlation between them.[Methods] By using the general information questionnaire,effort-reward imbalance scale and organizational justice perception scale,a questionnaire survey was conducted among 396 clinical nurses in tertiary hospitals in Hunan Province.[Results]40.40% of nurses in tertiary hospitals were in a state of effort-reward imbalance,43.18% of the nurses were in a state of overload,and the score of organizational justice perception was 71.95 ±13.55. The organizational justice perception in nurses from tertiary hospitals was negatively correlated with effort and overload dimensions in effort-reward imbalance,and positively correlated with reward dimension(P<0.01).[Conclusion]At present,the effort-reward of nurses in tertiary hospitals has improved but still needs to be alleviated,and the sense of organizational justice is at a moderate level. The more reward the nurses get,and the less effort and overload they pay,the stronger the organizational justice perception of nurses.Therefore,it is necessary to improve the nurses' organizational justice perception by alleviating the effort-reward imbalance.
引文
[1]SIEGRIST J.Adverse health effects of high-effort/low-reward conditions[J].J Occup Health Psychol,1996,1(1):27-41.
[2]COLQUITT JA,CONLON DE,WESSON MJ,et al.Justice at the millennium:a meta-analytic review of 25 years of organizationaljustice research[J].J Appl Psychol,2001,86(3):425-445.
[3]EMBRIACO N,AZOULAY E,BARRAU K,et al.High level ofburnout in intensivists:prevalence and associated factors[J].Am J Respir Crit Care Med,2007,175(7):686-692.
[4]李银易,李琴.护士组织公平感对工作投入影响的研究[J].护理管理杂志,2015,15(10):702-703.
[5]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响[J].管理世界,2003(3):126-132.
[6]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[7]刘克英,陈兰,熊飞霞.荆州市8家医院临床护士付出-获得不平衡和工作投入的相关性研究[J].护理学报,2014,21(1):1-4.
[8]林晓鸿,滕沙,尚雅彬,等.临床护士组织公平感的研究进展[J].护理管理杂志,2015,15(3):179-181.
[9]刘克英,高祖梅,冉文,等.护士付出-获得不平衡现状及其对工作满意度的影响[J].中国护理管理,2015,15(3):179-181.
[10]刘克英,高祖梅.开展优质护理服务活动对护士付出-获得不平衡状况的影响[J].中华护理杂志,2013,48(7):626-628.
[11]刘聪聪,孔冬,金海君,等.三级甲等医院护士组织公平感和组织认同对工作投入的影响[J].中华护理杂志,2014,49(9):1049-1053.
[12]杜兴强,殷敬伟,赖少娟.论资排辈、CEO任期与独立董事的异议行为[J].中国工业经济,2017(12):151-169
[13]徐春林.论新医改下的医院经营管理[J].纳税,2017(25):110.
[14]霍建英.关于医院绩效考核制度的思考[J].世界最新医学信息文摘,2017,17(32):171.
[15]陈长蓉,陈亚淳,杨远秋,等.护士组织公平感影响因素的路径分析[J].中华护理杂志,2010,45(10):877-880.
[16]孙晶,姜潮.护士组织公平感现状及其与情绪耗竭和心理健康的关系[J].中国护理管理,2012,12(12):28-31.
[2]COLQUITT JA,CONLON DE,WESSON MJ,et al.Justice at the millennium:a meta-analytic review of 25 years of organizationaljustice research[J].J Appl Psychol,2001,86(3):425-445.
[3]EMBRIACO N,AZOULAY E,BARRAU K,et al.High level ofburnout in intensivists:prevalence and associated factors[J].Am J Respir Crit Care Med,2007,175(7):686-692.
[4]李银易,李琴.护士组织公平感对工作投入影响的研究[J].护理管理杂志,2015,15(10):702-703.
[5]刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响[J].管理世界,2003(3):126-132.
[6]李秀央,郭永松,张扬.付出-获得不平衡量表中文版的信度和效度[J].中华流行病学杂志,2006,27(1):25-28.
[7]刘克英,陈兰,熊飞霞.荆州市8家医院临床护士付出-获得不平衡和工作投入的相关性研究[J].护理学报,2014,21(1):1-4.
[8]林晓鸿,滕沙,尚雅彬,等.临床护士组织公平感的研究进展[J].护理管理杂志,2015,15(3):179-181.
[9]刘克英,高祖梅,冉文,等.护士付出-获得不平衡现状及其对工作满意度的影响[J].中国护理管理,2015,15(3):179-181.
[10]刘克英,高祖梅.开展优质护理服务活动对护士付出-获得不平衡状况的影响[J].中华护理杂志,2013,48(7):626-628.
[11]刘聪聪,孔冬,金海君,等.三级甲等医院护士组织公平感和组织认同对工作投入的影响[J].中华护理杂志,2014,49(9):1049-1053.
[12]杜兴强,殷敬伟,赖少娟.论资排辈、CEO任期与独立董事的异议行为[J].中国工业经济,2017(12):151-169
[13]徐春林.论新医改下的医院经营管理[J].纳税,2017(25):110.
[14]霍建英.关于医院绩效考核制度的思考[J].世界最新医学信息文摘,2017,17(32):171.
[15]陈长蓉,陈亚淳,杨远秋,等.护士组织公平感影响因素的路径分析[J].中华护理杂志,2010,45(10):877-880.
[16]孙晶,姜潮.护士组织公平感现状及其与情绪耗竭和心理健康的关系[J].中国护理管理,2012,12(12):28-31.