护士心理资本在组织支持感与工作投入间的中介效应
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摘要
目的探讨护士心理资本在组织支持感与工作投入关系间的中介作用。方法采用组织支持感量表、护士心理资本量表、Utrecht工作投入量表对哈尔滨市某所三甲医院536名护士进行调查,共发放536份问卷,筛选后有效问卷510份。采用SPSS 24.0进行数据分析。结果护士组织支持感平均分为(124.98±21.51)分,心理资本的自我效能、希望、韧性、乐观各维度平均分分别为(25.43±4.14)、(23.45±4.63)、(26.26±4.42)、(25.41±4.49)分,工作投入平均分为(52.02±21.00)分;护士工作投入得分在年龄、婚姻、工作年限不同水平差异有统计学意义(P <0.05),在不同职称差异无统计学意义(P> 0.05)。组织支持感与工作投入呈正相关(P <0.05);心理资本各维度(自我效能、希望、韧性、乐观)与工作投入呈正相关(P <0.05);组织支持感与心理资本各维度呈正相关(P <0.05)。组织支持感显著正向预测工作投入(β=0.155,P <0.05),心理资本中的自我效能、希望、乐观的特定路径中介效应值及其95%CI分别为0.086(0.020～0.156)、0.126(0.051～0.215)、0.060(0.010～0.109)。心理资本中的韧性在组织支持感与工作投入中的中介效应值的95%CI为–0.062～0.046,包含0,中介效应不显著。结论组织支持感不仅对工作投入具有直接作用,还通过护士心理资本中自我效能、希望、乐观对工作投入产生间接作用。
Objective To explore the mediation effect of psychological capital on the relationship between perceived organization support and job involvement among nurses. Methods We conducted a survey among 536 nurses selected from a grade-A tertiary hospital in Harbin city between February and May 2018. The Perceived Organization Support Scale, Nurse Psychological Capital Scale and Utrecht Job Involvement Scale were used in the survey. Data analyses were performed with SPSS 24.0. Results For the 510 nurses with valid information, the mean score of perceived organization support was 124.98 ±21.51; the mean psychological capital domain scores were 25.43 ± 4.14 for self-efficiency, 23.45 ± 4.63 for hope, 26.26 ±4.42 for tenacity, and 25.41 ± 4.49 for optimism, respectively; the mean job involvement score was 52.02 ± 21.00. The job involvement score differed significantly by age, marital status and working years(all P < 0.05) but not differed by professional title(P > 0.05). The perceived organization support was positively correlated with job involvement(P < 0.05).All the four psychological capital domains were positively correlated with job involvement and perceived organization support(P < 0.05 for all). The perceived organization support was a positive predictor for job involvement(β = 0.155, P <0.05). Significant mediating effects of psychological capital domains on the correlation between perceived organization support and job involvement were observed, except for the domain of tenacity, with the effect values(95% confidence interval) of 0.086(0.020 – 0.156) for self-efficiency, 0.126(0.051 – 0.215) for hope, and 0.060(0.010 – 0.109) for optimism,respectively. Conclusion The perceived organization support could impact on job involvement directly and indirectly through the mediating effects of psychological capital domains including self-efficiency, hope and optimism among nurses.
Objective To explore the mediation effect of psychological capital on the relationship between perceived organization support and job involvement among nurses. Methods We conducted a survey among 536 nurses selected from a grade-A tertiary hospital in Harbin city between February and May 2018. The Perceived Organization Support Scale, Nurse Psychological Capital Scale and Utrecht Job Involvement Scale were used in the survey. Data analyses were performed with SPSS 24.0. Results For the 510 nurses with valid information, the mean score of perceived organization support was 124.98 ±21.51; the mean psychological capital domain scores were 25.43 ± 4.14 for self-efficiency, 23.45 ± 4.63 for hope, 26.26 ±4.42 for tenacity, and 25.41 ± 4.49 for optimism, respectively; the mean job involvement score was 52.02 ± 21.00. The job involvement score differed significantly by age, marital status and working years(all P < 0.05) but not differed by professional title(P > 0.05). The perceived organization support was positively correlated with job involvement(P < 0.05).All the four psychological capital domains were positively correlated with job involvement and perceived organization support(P < 0.05 for all). The perceived organization support was a positive predictor for job involvement(β = 0.155, P <0.05). Significant mediating effects of psychological capital domains on the correlation between perceived organization support and job involvement were observed, except for the domain of tenacity, with the effect values(95% confidence interval) of 0.086(0.020 – 0.156) for self-efficiency, 0.126(0.051 – 0.215) for hope, and 0.060(0.010 – 0.109) for optimism,respectively. Conclusion The perceived organization support could impact on job involvement directly and indirectly through the mediating effects of psychological capital domains including self-efficiency, hope and optimism among nurses.
引文
[1]潘小康,李冬英,李欣,张静平.护士工作投入研究进展[J].中国护理管理,2017,17(7):951-954.
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[4]Luthans F,Avey JB,Patera JL.Experimental analysis of a webbased training intervention to develop positive psychological capital[J].Academy of Management Learning and Education,2008,7(2):209-221.
[5]牛巧红,杨振亚.组织支持感与心理资本对护士工作投入的影响研究[J].护理研究,2014,28(13):1566-1568.
[6]张菊花.护士心理资本、组织支持及工作满意度的相关性研究[D].延边:延边大学护理学院,2016.
[7]luthans F,Yourself CM,Avolio BJ.心理资本[M].李超平,译.北京:中国轻工业出版社,2008.
[8]张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005,13(3):268-270.
[9]候凤妹,李育辉,孙汕珊.中国知识型员工工作压力与工作投入关系[J].中国公共卫生,2012,28(9):1182-1185.
[10]刘丽君,宋凤宁,晨曦.医务人员的心理资本、组织支持与工作投入关系的路径分析[J].中国卫生统计,2017,34(5):733-735.
[2]Schaufeli WB,Salanova M,González-RomáV,et al.The measurement of engagement and burnout:a two sample confirmatory factor analytic approach[J].Journal of Happiness Studies,2002,3(1):71-92.
[3]杨婷婷,钟建安.组织内社会交换关系与工作投入-心理资本中介效应[J].人类工效学,2013(1):51-54.
[4]Luthans F,Avey JB,Patera JL.Experimental analysis of a webbased training intervention to develop positive psychological capital[J].Academy of Management Learning and Education,2008,7(2):209-221.
[5]牛巧红,杨振亚.组织支持感与心理资本对护士工作投入的影响研究[J].护理研究,2014,28(13):1566-1568.
[6]张菊花.护士心理资本、组织支持及工作满意度的相关性研究[D].延边:延边大学护理学院,2016.
[7]luthans F,Yourself CM,Avolio BJ.心理资本[M].李超平,译.北京:中国轻工业出版社,2008.
[8]张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005,13(3):268-270.
[9]候凤妹,李育辉,孙汕珊.中国知识型员工工作压力与工作投入关系[J].中国公共卫生,2012,28(9):1182-1185.
[10]刘丽君,宋凤宁,晨曦.医务人员的心理资本、组织支持与工作投入关系的路径分析[J].中国卫生统计,2017,34(5):733-735.