干预管理对新入职护士职业价值观的作用及意义
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摘要
目的通过对新入职护士的干预管理,为引导和培养积极向上的职业价值观提供理论依据和实践方法。方法采用集中授课、自我剖析、融入团队、职业规划、素质提升、快乐分享等多种形式,对2015年新入职的59名护士进行干预管理,并通过职业价值观量表分别对2015年(实验组)和2013年(对照组)新入职护士进行调查。结果实验组与对照组对职业价值观各维度的认同均存在差异。两组两年内离职率存在显著差异(P<0.01)。结论通过积极的多种形式的干预管理,培养了新入职护士积极向上的职业价值观,提高了护理人员的职业认同度,显著降低了护理人员的离职率。
Objective Through the intervention management to new nurses, to Provide theoretical foundation and Practice method for Positive occuPational values. Methods To use different methods of having Public classes, self-analysis, joining in grouP, occuPational Planning, quality Promotion, and haPPy sharing, to do the intervention management to 59 new nurses who join in hosPital in 2015, and investigate the new nurses who join in hosPital in 2015(exPerimental grouP) and 2013(matched grouP) by occuPational values investigation. Results There are differences between exPerimental grouP and matched grouP of the identification to different dimensionalities of occuPational values(P<0.01). Conclusion Through various intervention management, the new nurses' Postive occuPational values were established, and Paramedic's degree of occuPation recognition were increased, and Paramedic's seParation rate were reduced obviously.
Objective Through the intervention management to new nurses, to Provide theoretical foundation and Practice method for Positive occuPational values. Methods To use different methods of having Public classes, self-analysis, joining in grouP, occuPational Planning, quality Promotion, and haPPy sharing, to do the intervention management to 59 new nurses who join in hosPital in 2015, and investigate the new nurses who join in hosPital in 2015(exPerimental grouP) and 2013(matched grouP) by occuPational values investigation. Results There are differences between exPerimental grouP and matched grouP of the identification to different dimensionalities of occuPational values(P<0.01). Conclusion Through various intervention management, the new nurses' Postive occuPational values were established, and Paramedic's degree of occuPation recognition were increased, and Paramedic's seParation rate were reduced obviously.
引文
[1]居福美,孙淑华,张玲玲,等.新入职护士职业价值观及影响因素调查[J].中华现代护理杂志,2013,19(23):2832-2835.
[2]陆丽娟,郜琳娜,胡兰.新入职护士职业价值观及影响因素调查分析[J].护理学杂志,2015,30(14):64-67.
[3]陈天艳.成都地区三甲医院护士职业价值观调查与相关影响因素的研究[D].成都:四川大学,2007.
[4]郑翠红,黄湘晖,杨美丽,等.护士自尊、个人发展性竞争水平与职业价值观的关系研究[J].中华护理杂志,2009,44(6):485-487.
[5]焦亚娟,徐婷,王迎春.员工援助计划服务对手术室护士职业价值观和工作压力的影响[J].护理研究,2015,(36):4587-4589.
[6]Wu H,Liu P,Ho H,et al.Reducing occuPational burnout and enhancing jobPerformance in new nurses:The efficacy of“last mile”Programs[J].the Journal of Nursing,2012,59(4):30-42.
[7]郭立双.同辈支持对“90后”新护士自我效能感与职业价值观的影响[J].护理研究,2015,(9):1139-1140.
[8]陆宏霞,梁少凤,谷艳娟.护士长管理干预对提高护理质量及减少护患纠纷的效果观察[J].黑龙江医学,2015,(6):714-715.
[9]Buerhaus PI,Staiger DO,Auerbach DI.Im Plications of an aning registered nurse workforce[J].JAMA,2000,22(5):2948-2954.
[10]刘美玲,卢荔婕,张静容,等.122名离职护士的离职原因及其影响因素[J].护理管理杂志,2015,15(8):600-602.
[11]刘丽虹,李爱梅.动机的自我决定理论及其在管理领域的应用[J].科技管理研究,2010(15):115-119
[2]陆丽娟,郜琳娜,胡兰.新入职护士职业价值观及影响因素调查分析[J].护理学杂志,2015,30(14):64-67.
[3]陈天艳.成都地区三甲医院护士职业价值观调查与相关影响因素的研究[D].成都:四川大学,2007.
[4]郑翠红,黄湘晖,杨美丽,等.护士自尊、个人发展性竞争水平与职业价值观的关系研究[J].中华护理杂志,2009,44(6):485-487.
[5]焦亚娟,徐婷,王迎春.员工援助计划服务对手术室护士职业价值观和工作压力的影响[J].护理研究,2015,(36):4587-4589.
[6]Wu H,Liu P,Ho H,et al.Reducing occuPational burnout and enhancing jobPerformance in new nurses:The efficacy of“last mile”Programs[J].the Journal of Nursing,2012,59(4):30-42.
[7]郭立双.同辈支持对“90后”新护士自我效能感与职业价值观的影响[J].护理研究,2015,(9):1139-1140.
[8]陆宏霞,梁少凤,谷艳娟.护士长管理干预对提高护理质量及减少护患纠纷的效果观察[J].黑龙江医学,2015,(6):714-715.
[9]Buerhaus PI,Staiger DO,Auerbach DI.Im Plications of an aning registered nurse workforce[J].JAMA,2000,22(5):2948-2954.
[10]刘美玲,卢荔婕,张静容,等.122名离职护士的离职原因及其影响因素[J].护理管理杂志,2015,15(8):600-602.
[11]刘丽虹,李爱梅.动机的自我决定理论及其在管理领域的应用[J].科技管理研究,2010(15):115-119