本文選題：手術(shù)室護(hù)士 + 自我效能感　； 參考：《中南大學(xué)》2014年碩士論文

【摘要】：目的： 通過對株洲市二級(jí)以上公立醫(yī)院手術(shù)室護(hù)士自我效能感和離職意愿的調(diào)查,了解株洲市二級(jí)以上公立醫(yī)院手術(shù)室護(hù)士自我效能感和離職意愿的水平,分析不同個(gè)人特征手術(shù)室護(hù)士的自我效能感和離職意愿的差異性以及自我效能感和離職意愿的相互關(guān)系,為醫(yī)療機(jī)構(gòu)制定穩(wěn)定手術(shù)室護(hù)士隊(duì)伍的有效措施、減少手術(shù)室護(hù)士的離職、緩解護(hù)理人力的短缺并建立手術(shù)室護(hù)理人才可持續(xù)發(fā)展的長效機(jī)制提供科學(xué)的依據(jù)。 方法： 采用整群抽樣法,抽取株洲市二級(jí)以上公立醫(yī)院19家,手術(shù)室護(hù)士273人。采用問卷調(diào)查法,運(yùn)用一般資料問卷、一般自我效能感量表(General Self-efficacy Scale, GSES)及離職意愿量表進(jìn)行調(diào)查。采用SPSS17.0統(tǒng)計(jì)軟件對資料進(jìn)行統(tǒng)計(jì)分析,統(tǒng)計(jì)方法包括描述性統(tǒng)計(jì)分析、t檢驗(yàn)、單因素方差分析、Pearson相關(guān)分析及多元線性逐步回歸分析。 結(jié)果： 株洲市二級(jí)以上公立醫(yī)院手術(shù)室護(hù)士的自我效能感得分為26.21±5.42分,不同年齡、性別、婚姻狀況、學(xué)歷、工作年限、醫(yī)院級(jí)別、聘用形式、職稱的手術(shù)室護(hù)士自我效能感差異有統(tǒng)計(jì)學(xué)意義(p0.05)。自我效能感方面,31-40歲組及50歲組高于20-30歲組；男護(hù)士高于女護(hù)士；已婚護(hù)士高于未婚護(hù)士；本科學(xué)歷護(hù)士高于大專護(hù)士；工作年限20年組自我效能感水平最高；三級(jí)醫(yī)院護(hù)士高于二級(jí)醫(yī)院護(hù)士；正式聘用護(hù)士高于合同制護(hù)士；副主任護(hù)師自我效能感水平最高。株洲市二級(jí)以上公立醫(yī)院手術(shù)室護(hù)士手術(shù)室護(hù)士的離職意愿得分為15.48±3.46分。不同年齡、性別、學(xué)歷、工作年限、醫(yī)院等級(jí)別、職稱的手術(shù)室護(hù)士離職意愿差異有統(tǒng)計(jì)學(xué)意義(p0.05)。離職意愿方面,50歲組,離職意愿最低；男護(hù)士離職意愿高于女護(hù)士；本科學(xué)歷護(hù)士離職意愿水平最高；工作年限20年組,離職意愿水平最低；二級(jí)醫(yī)院的護(hù)士離職意愿水平高于三級(jí)醫(yī)院；副主任護(hù)師離職意愿最低。自我效能感與辭去目前工作的可能性存在負(fù)相關(guān)關(guān)系(p0.05),即自我效能感越高,辭去目前工作的可能性越小。 結(jié)論： 株洲市二級(jí)以上公立醫(yī)院的手術(shù)室護(hù)士自我效能感水平較高,離職意愿不太強(qiáng)烈。學(xué)歷、年齡、職稱、性別、工作年限是影響護(hù)士自我效能感的重要因素。醫(yī)院級(jí)別、工作年限、性別是影響護(hù)士離職意愿的重要因素。自我效能感和離職意愿中辭去目前工作的可能性負(fù)相關(guān)。醫(yī)院及護(hù)理管理者應(yīng)提高護(hù)士自我效能感,降低離職意愿。
[Abstract]:Purpose :

Through the investigation of the self - efficacy and the intention of separation of nurses in operating room of two or more public hospitals in Zhuzhou City , this paper analyzes the relationship between the self - efficacy and the intention of separation of nurses in operating room at the second or higher public hospitals in Zhuzhou , analyzes the relationship between the self - efficacy and the intention of separation of nurses in different individual characteristic operating rooms , and provides scientific basis for the establishment of effective measures to stabilize the nurses in operating room , reduce the shortage of nurses in operating room , and establish the long - term mechanism for the sustainable development of nursing talents in the operating room .

Method :

The data were analyzed by SPSS 17.0 statistical software , including descriptive statistical analysis , t - test , single - factor variance analysis , Pearson correlation analysis and multivariate linear stepwise regression analysis .

Results :

The self - efficacy of nurses ' self - efficacy was 26.21 鹵 5.42 points , different ages , gender , marital status , educational background , service life , hospital grade and employment form , and the self - efficacy of nurses in operating room was statistically significant ( p < 0.05 ) . In terms of self - efficacy , 31 - 40 and 50 years old were higher than those in the 20 - 30 years group ;
The male nurse is higher than the female nurse ;
married nurses are higher than unmarried nurses ;
The nurses of bachelor degree are higher than those of junior college nurses .
The level of self - efficacy was the highest in 20 years .
The nurses in the third - level hospital are higher than those in the second - level hospital ;
The formal employment of nurses is higher than that of contract nurses .
The self - efficacy of nurses in operating room of two or higher public hospitals in Zhuzhou was divided into 15.48 鹵 3.46 points . There was significant difference between different ages , gender , educational background , service life and hospital grade .
The male nurses ' turnover intention is higher than that of the female nurses ;
The level of turnover intention of nurses in bachelor ' s calendar is the highest ;
In 20 years of working life , the level of willingness to quit will be the lowest ;
The level of turnover intention of nurses in secondary hospitals is higher than that of tertiary hospitals ;
There is a negative correlation between self - efficacy and self - efficacy , that is , the higher the self - efficacy , the less likely to quit the current job .

Conclusion :

There is a high level of self - efficacy of nurses in the operating room of two or more public hospitals in Zhuzhou City . The degree , age , title , sex and working life of nurses are the important factors that affect the self - efficacy of nurses . The hospital grade , the service life and the gender are the important factors that influence the nurses ' self - efficacy . The hospital and nursing managers should improve the self - efficacy of nurses and reduce the willingness to quit .

【學(xué)位授予單位】：中南大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：R47

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 郭本禹,姜飛月;職業(yè)自我效能理論及其應(yīng)用[J];東北師大學(xué)報(bào);2003年05期

2 金曉燕;張磊;尚少梅;張巖;吳雪;王雪梅;;ICU護(hù)士一般自我效能感的調(diào)查分析[J];護(hù)士進(jìn)修雜志;2007年08期

3 王彩云;張穎;;手術(shù)室護(hù)理的專科化發(fā)展與展望[J];中國護(hù)理管理;2013年05期

4 沈志鴻;連劍娟;楊梅鶯;蔡鼎男;;莆田地區(qū)男護(hù)士工作現(xiàn)狀調(diào)查分析[J];福建醫(yī)藥雜志;2013年04期

5 薛睿,袁士宗,陳恒年,王亞平,石慧;我院護(hù)士工作滿意度影響因素及需求調(diào)查[J];護(hù)理管理雜志;2005年03期

6 劉兵;蔡敏;羅玫;;不同年齡段護(hù)士離職意愿與工作壓力源的相關(guān)性分析及對策[J];護(hù)理學(xué)雜志;2010年16期

7 張艷紅;張玉俠;顧鶯;林岑;;兒科護(hù)士離職原因的質(zhì)性研究[J];護(hù)理學(xué)雜志;2012年11期

8 張黎莉,徐一萍;民營企業(yè)員工工作滿意度和離職意向研究[J];經(jīng)濟(jì)論壇;2005年19期

9 顧玉春;徐學(xué)華;宋彥;;實(shí)習(xí)護(hù)理生的一般自我效能感與職業(yè)倦怠關(guān)系[J];中國健康心理學(xué)雜志;2007年03期

10 李曉玉;高冬東;高峰;;黨政干部組織公民行為、離職意向、自我效能感、工作績效關(guān)系[J];中國健康心理學(xué)雜志;2009年01期

，

本文編號(hào)：1878522