公立医院护士心理契约对工作绩效的影响
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摘要
目的:探讨公立医院护士心理契约对工作绩效的影响。方法:采用护士心理契约量表和医院护士工作绩效评定量表,对某市523名二级以上公立医院护理人员进行问卷调查,采用描述性统计分析、pearson相关分析、多元逐步回归分析探讨心理契约与工作绩效的关系。结果:护士心理契约中医院责任和护士责任评分分别为(3.16±0.88)分和(4.49±0.58)分,工作绩效评分为(4.65±0.43)分;直线相关分析显示,护士心理契约各维度与任务绩效和情境绩效均呈正相关关系(P<0.05~P<0.01),与有损组织行为呈负相关关系(P<0.05~P<0.01);多元逐步回归分析结果显示,工作年限、医院性质、护士团队责任及护士发展责任4个影响因素进入回归方程。结论:护士感知到的心理契约处于中等水平,其中医院责任方面未满足部分高于护士责任方面,管理者应重视医院责任的满足;护士工作绩效处于较高水平,并主要受心理契约中护士责任方面的影响,建立和维护护士心理契约是提高护士工作绩效的重要措施。
Objective: To explore the effects of the psychological contract on job performance of nurses in public hospital. Methods:Five hundred and twenty-three nurses from more than secondary public hospital were investigated using the nurses' psychological contract scale and hospital nurses' job performance rating scale. The relationship between the nurses' psychological contract and job performance was explored using the descriptive statistics analysis,pearson correlation analysis and multiple stepwise regression analysise. Results: The mean scores of the hospital responsibility and nurse responsibility in psychological contract of nurses,and the job performance of nurses were(3. 16 ± 0. 88),(4. 49 ± 0. 58) and(4. 65 ± 0. 43),respectively. Pearson correlation analysis showed that the each dimension of the psychological contract of nurses was positively correlated with the task performance and contextual performance(P < 0. 05 to P < 0. 01),and negatively correlated with the anti-production performance(P < 0. 05 to P < 0. 01). Multiple stepwise regression analysis showed that the working year,hospital characteristics,nurse team responsibility and nurse development responsibility entered the regression equation of job performance. Conclusions: Nurses perceiving psychological contract is at the medium level,the un-satisfaction of hospital responsibility is higher than that of nurses,and the manager should pay attention to the performance of hospital responsibility. The work performance of nurses is at a relatively high level,and which is mainly affected by the nurses' responsibility in psychological contract. To establish and maintain the psychological contract is an important measure to improve the job performance of nurses.
Objective: To explore the effects of the psychological contract on job performance of nurses in public hospital. Methods:Five hundred and twenty-three nurses from more than secondary public hospital were investigated using the nurses' psychological contract scale and hospital nurses' job performance rating scale. The relationship between the nurses' psychological contract and job performance was explored using the descriptive statistics analysis,pearson correlation analysis and multiple stepwise regression analysise. Results: The mean scores of the hospital responsibility and nurse responsibility in psychological contract of nurses,and the job performance of nurses were(3. 16 ± 0. 88),(4. 49 ± 0. 58) and(4. 65 ± 0. 43),respectively. Pearson correlation analysis showed that the each dimension of the psychological contract of nurses was positively correlated with the task performance and contextual performance(P < 0. 05 to P < 0. 01),and negatively correlated with the anti-production performance(P < 0. 05 to P < 0. 01). Multiple stepwise regression analysis showed that the working year,hospital characteristics,nurse team responsibility and nurse development responsibility entered the regression equation of job performance. Conclusions: Nurses perceiving psychological contract is at the medium level,the un-satisfaction of hospital responsibility is higher than that of nurses,and the manager should pay attention to the performance of hospital responsibility. The work performance of nurses is at a relatively high level,and which is mainly affected by the nurses' responsibility in psychological contract. To establish and maintain the psychological contract is an important measure to improve the job performance of nurses.
引文
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[13]董旭婷,赵梅,王维利,等.护士心理契约对职业认同水平的影响[J].中华护理杂志,2013,48(3):245.
[14]AL-AHMADI H.Factors affecting performance of hospital nurses in Riyadh Region,Saudi Arabia[J].Int J Health Care Qual Assur,2009,22(1):40.
[15]关丽丽,李晓飞,宋舒,等.不同工作年限护士能力的调查研究[J].护理研究,2014,28(10):3496.
[2]陈芙蓉,阎成美,李妮.心理契约对护士离职意愿的影响研究[J].护理学杂志(综合版)2009,24(6):1.
[3]ROUSSEAU DM.Schema,promise and mutuality:the building blocks of the psychological contract[J].J Occup Organiz Psychol,2001,74(4):511.
[4]郭亮,肖腊梅,王国猛.组织公平性对心理契约破裂与护士留职意愿缓冲作用的研究[J].中华护理杂志,2010,45(3):207.
[5]阎成美,陈芙蓉,苗海平,等.护士心理契约的内容和结构维度[J].解放军护理杂志,2009,26(4A):13.
[6]马燕兰,王建荣,王辉,等.医院护士工作绩效评估量表的研制[J].护理管理杂志,2007,7(3):14.
[7]郑雪艳,杨琴英,陈辉.护士心理契约对其工作绩效的影响[J].中国护理管理,2014,14(2):172.
[8]林澜,莫长炜.心理契约对组织公民行为的影响[J].心理科学进展,2008,16(5):779.
[9]齐琳,刘泽文.心理契约破坏对员工态度与行为的影响[J].心理科学进展,2012,20(8):1296.
[10]孔炜,章雅青,王琳.护士组织信任与工作绩效的相关性研究[J].护理研究,2015,19(1B):160.
[11]杨漫欣,赵春黎,李长瑾.医院组织气氛对护士工作绩效的影响[J].护理学杂志,2010,25(9):43.
[12]NAEEM AT,IHSAN F,MAHMOOD Z.The study of organizational justice,violation of psychological contract and its effect on job satisfaction in paints industry of pakistan[J].Inter J Acad Res Business Soc Sci,2014,4(12):244.
[13]董旭婷,赵梅,王维利,等.护士心理契约对职业认同水平的影响[J].中华护理杂志,2013,48(3):245.
[14]AL-AHMADI H.Factors affecting performance of hospital nurses in Riyadh Region,Saudi Arabia[J].Int J Health Care Qual Assur,2009,22(1):40.
[15]关丽丽,李晓飞,宋舒,等.不同工作年限护士能力的调查研究[J].护理研究,2014,28(10):3496.