本文關(guān)鍵詞：三級醫(yī)院ICU醫(yī)護(hù)人員工作倦怠、工作滿意度與離職意愿關(guān)系研究　出處：《青島大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

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【摘要】：研究目的：本研究旨在描述醫(yī)護(hù)人員工作倦怠、工作滿意度和離職意愿現(xiàn)況；分析醫(yī)護(hù)人員工作倦怠、工作滿意度和離職意愿的影響因素,并對醫(yī)生護(hù)士差異進(jìn)行比較；闡明醫(yī)護(hù)人員工作倦怠、工作滿意度和離職意愿之間的作用機(jī)制,探討工作倦怠、工作滿意度與離職意愿間的關(guān)系。為采取措施提高ICU醫(yī)護(hù)人員工作滿意度,降低工作倦怠、離職傾向的發(fā)生提供依據(jù),為本市行政及衛(wèi)生部門制定預(yù)防和緩解醫(yī)護(hù)人員工作倦怠的策略提供參考。 研究方法：經(jīng)各醫(yī)院相關(guān)部門知情同意后,采用方便抽樣對青島市3所三級甲等醫(yī)院7個ICU的250名醫(yī)護(hù)人員進(jìn)行問卷調(diào)查,問卷由4部分組成：①人口統(tǒng)計學(xué)資料；②馬氏工作倦怠量表-服務(wù)行業(yè)版；③尼蘇達(dá)滿意度量表短式問卷；④離職意愿量表。運(yùn)用均數(shù)、標(biāo)準(zhǔn)差描述ICU醫(yī)護(hù)人員工作倦怠、工作滿意度、離職傾向現(xiàn)狀；運(yùn)用t-檢驗、方差分析人口學(xué)資料對以上三方面影響并比較醫(yī)生護(hù)士間的差異；運(yùn)用Pearson相關(guān)分析、多元回歸分析、路徑分析分析三者之間關(guān)系。 研究結(jié)果：三級醫(yī)院ICU醫(yī)護(hù)人員平均得分為離職意愿(18.12±3.76)分、內(nèi)在滿意度(41.04±6.72)分、外在滿意度(24.15±5.79)分、總體滿意度(65.19±11.75)分、情緒衰竭(22.93±8.63)分、去人格化(8.46±5.26)分、個人成就感(23.59±7.64)分。結(jié)果顯示,情緒衰竭、個人成就感、內(nèi)在滿意度、學(xué)歷、工齡、聘用方式是預(yù)測醫(yī)護(hù)人員離職的主要因素。工作滿意度各維度與工作倦怠各維度存在相關(guān)：工作滿意度各維度與情緒衰竭、去人格化均呈負(fù)相關(guān)；工作滿意度各維度與個人成就感均呈正相關(guān)。工作倦怠各維度與離職意愿存在相關(guān)：情緒衰竭、去人格化與離職意愿均呈正相關(guān)；個人成就感與離職意愿呈負(fù)相關(guān)。另外,工作滿意度各維度與離職意愿均呈負(fù)相關(guān)。多元逐步回歸分析結(jié)果顯示,情緒衰竭、個人成就感、內(nèi)在滿意度、學(xué)歷、工齡、聘用方式是預(yù)測醫(yī)護(hù)人員離職的主要因子,這6個因素對醫(yī)護(hù)人員離職意愿的解釋量達(dá)34%。路徑分析結(jié)果顯示,工作倦怠、工作滿意度和離職意愿之間的關(guān)系路徑有4條,分別是工作倦怠—工作滿意度—離職意愿,工作倦怠—離職意愿；工作滿意度—工作倦怠—離職意愿,工作滿意度—離職意愿。 研究結(jié)論：醫(yī)護(hù)人員工作倦怠各維度中,情緒衰竭、去人格化處于中度倦怠水平,個人成就感較低,處于高度倦怠水平；工作滿意度處于中等水平；離職意愿處于較高水平。工作倦怠對離職意愿有直接正向預(yù)測作用；工作滿意度對離職意愿有直接負(fù)向預(yù)測作用。
[Abstract]:Objective: the purpose of this study was to describe the status of job burnout, job satisfaction and turnover intention of health care workers. The factors influencing job burnout, job satisfaction and turnover intention of medical staff were analyzed, and the differences between doctors and nurses were compared. To clarify the mechanism between job burnout, job satisfaction and turnover intention of medical staff, and to explore the mechanism of job burnout. The relationship between job satisfaction and turnover intention. To take measures to improve job satisfaction, reduce job burnout, turnover intention to provide the basis for the adoption of measures to improve the job satisfaction of ICU medical staff. To provide a reference for the administrative and health departments to formulate strategies to prevent and alleviate job burnout of health care workers. Methods: with the informed consent of the relevant departments of each hospital, a questionnaire survey was conducted among the medical and nursing staff of 7 ICU in 3 Grade 3A hospitals in Qingdao. The questionnaire consists of four parts: 1 demographic data; (2) Markovian Job Burnout scale-Service Industry Edition; 3short questionnaire of Nisuda satisfaction scale; 4 turnover intention scale. Mean and standard deviation were used to describe the status of job burnout, job satisfaction and turnover intention of ICU medical staff. T-test and ANOVA demographic data were used to influence the above three aspects and to compare the differences between doctors and nurses. Pearson correlation analysis, multiple regression analysis, path analysis are used to analyze the relationship between the three. Results: the average score of ICU staff in tertiary hospitals was 18.12 鹵3.76, and the internal satisfaction was 41.04 鹵6.72). External satisfaction was 24.15 鹵5.79, total satisfaction was 65.19 鹵11.75, emotional exhaustion was 22.93 鹵8.63). The scores of depersonalization and personal achievement were 8.46 鹵5.26 and 23.59 鹵7.64 respectively. The employment mode is the main factor to predict the medical staff leaving. There is correlation between the dimensions of job satisfaction and job burnout: the dimensions of job satisfaction are negatively correlated with emotional exhaustion and depersonalization; Each dimension of job satisfaction has positive correlation with personal accomplishment. Each dimension of job burnout has a positive correlation with turnover intention: emotional exhaustion, depersonalization and turnover intention; In addition, the dimensions of job satisfaction and turnover intention were negatively correlated. Multiple stepwise regression analysis showed that emotional exhaustion, personal accomplishment, internal satisfaction, academic qualifications. Length of service, employment mode is the main factor to predict the medical and nursing staff leaving, these six factors explain the turnover intention of medical and nursing staff to 34. The result of path analysis shows that job burnout. There are four paths between job satisfaction and turnover intention, which are job burnout-job satisfaction-turnover intention, job burnout-turnover intention; Job satisfaction-job burnout-turnover intention, job satisfaction-turnover intention. Conclusion: among the dimensions of job burnout, emotional exhaustion and depersonalization are at the level of moderate burnout, low sense of personal accomplishment and high level of burnout. Job satisfaction is at a moderate level; The turnover intention is at a high level. Job burnout has a direct positive predictive effect on turnover intention; Job satisfaction has a direct negative predictive effect on turnover intention.
【學(xué)位授予單位】：青島大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：R47

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