广州市二三级妇幼医院护士离职意愿及工作满意度的现状研究
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摘要
目的调查广州市市级(三级)妇幼医院与广州市农村地区区级(二级)妇幼医院护士离职意愿与工作满意度情况。方法以广州市某三级甲等妇幼医院和4所(花都、南沙、从化、增城)地区二级妇幼医院的3 026名护士为研究对象。应用护士工作满意度量表(MMSS)及离职意愿量表(TIQ)进行问卷调查,并比较分析不同级别妇幼医院护士的离职意愿和工作满意度的差异。结果相比二级妇幼医院,三级妇幼医院护士的平均年龄较大、学历、职称和奖金均较高、有编制人数所占比例较大,差异有统计学意义(P<0.05)。二、三级妇幼医院护士离职意愿平均得分依次为(2.38±0.682)分、(2.87±0.570)分,工作满意度平均得分依次为(3.34±0.702)分、(3.00±0.482)分。差异均有统计学意义(P<0.05)。结论相比二级妇幼医院,三级妇幼医院护士离职意愿更强,工作满意度更低,护理管理者可采取有效措施提高护士工作满意度。
Objectives To investigate the current status of nurses' turnover intention and job satisfaction in secondary and tertiary women and children's hospitals in Guangzhou. Methods 3 026 nurses were enrolled in this study,which were from a tertiary hospital in Guangzhou urban area and another 4 secondary hospitals located in rural districts,namely Huadu,Nansha,Conghua,Zengcheng. Systematic sampling was adopted. The Mueller/Mc Closkey Nurse Job Satisfaction Scale( MMSS) and Turnover Intention Questionaire( TIQ) were applied to carry out this investigation. Differences of nurses' turnover intention and job satisfaction between different levels' hospitals were compared and analyzed. Results Compared with those in the secondary hospitals,nurses in the tertiary maternity hospital were at higher average age,had better academic backgrounds with higher professional titles,more bonus and more positions of establishment. The differences all were statistically significant( P < 0. 05). The average scores of turnover intention for nurses from the secondary and tertiary hospitals were2. 38 ± 0. 682 and 2. 87 ± 0. 570 respectively. All the differences were statistically significant( P < 0. 05). Conclusion Compared with those in the secondary maternal and child health hospitals,nurses in the tertiary hospitals were more willing to leave and had lower job satisfaction. Nurse's managers may take effective measurses to increase nurse's satisfaction.
Objectives To investigate the current status of nurses' turnover intention and job satisfaction in secondary and tertiary women and children's hospitals in Guangzhou. Methods 3 026 nurses were enrolled in this study,which were from a tertiary hospital in Guangzhou urban area and another 4 secondary hospitals located in rural districts,namely Huadu,Nansha,Conghua,Zengcheng. Systematic sampling was adopted. The Mueller/Mc Closkey Nurse Job Satisfaction Scale( MMSS) and Turnover Intention Questionaire( TIQ) were applied to carry out this investigation. Differences of nurses' turnover intention and job satisfaction between different levels' hospitals were compared and analyzed. Results Compared with those in the secondary hospitals,nurses in the tertiary maternity hospital were at higher average age,had better academic backgrounds with higher professional titles,more bonus and more positions of establishment. The differences all were statistically significant( P < 0. 05). The average scores of turnover intention for nurses from the secondary and tertiary hospitals were2. 38 ± 0. 682 and 2. 87 ± 0. 570 respectively. All the differences were statistically significant( P < 0. 05). Conclusion Compared with those in the secondary maternal and child health hospitals,nurses in the tertiary hospitals were more willing to leave and had lower job satisfaction. Nurse's managers may take effective measurses to increase nurse's satisfaction.
引文
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[8]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,2013,13(1):67-70.
[9]陈志勇,王绚,孙柏青,等.医务人员工作满意度与离职意愿的相关性研究[J].现代医院,2013,13(8):133-135.
[10]孙启芬.团队协作联合风险防范式护理用于儿科护理管理的效果观察[J].中国卫生产业,2017,(35):13-14.
[11]程瑶,宋春燕.我国护理团队工作研究现状及启示[J].护士进修杂志,2016,31(8):734-737.
[12]杨洁,狄青,孙玉勤.护理工作环境对临床离职护士的影响[J].护理研究,2015(9):1113-1115.
[2]任雅欣,罗太珍,周英,等.广州市10家综合医院护士心理弹性与工作满意度及离职意愿的相关性分析[J].护理学报,2016,23(11):46-50.
[3]张敏,蒋乐萍,黄晓红,等.不同等级医院手术室护士工作压力及疲劳状况的比较分析[J].温州医科大学学报,2014,44(1):64-68.
[4]任雅欣,周英,黄美凌,等.1259名护士工作满意度及其影响因素研究[J].护理管理杂志,2015,15(2):86-88,100.
[5]赵光红,邱丽丽,阮满真.护士工作满意度和职业态度的相关分析[J].解放军护理杂志,2008,25(8):4-6.
[6]郑旭娟,刘华平.北京市三级甲等综合医院护士工作满意度现状调查及分析[J].护理管理杂志,2010(3):184-186,188.
[7]赵瑾,赵菁,冯晨秋.某三级甲等医院护士工作满意度和离职意愿现状及其相关性[J].解放军护理杂志,201,(2):21-25.
[8]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,2013,13(1):67-70.
[9]陈志勇,王绚,孙柏青,等.医务人员工作满意度与离职意愿的相关性研究[J].现代医院,2013,13(8):133-135.
[10]孙启芬.团队协作联合风险防范式护理用于儿科护理管理的效果观察[J].中国卫生产业,2017,(35):13-14.
[11]程瑶,宋春燕.我国护理团队工作研究现状及启示[J].护士进修杂志,2016,31(8):734-737.
[12]杨洁,狄青,孙玉勤.护理工作环境对临床离职护士的影响[J].护理研究,2015(9):1113-1115.