【摘要】：目的調(diào)查四川省養(yǎng)老護(hù)理人員離職意愿和心理契約現(xiàn)狀,分析二者關(guān)系,為促進(jìn)養(yǎng)老護(hù)理的科學(xué)、有效管理提供實(shí)證依據(jù)。方法采用離職意愿量表和心理契約問(wèn)卷,對(duì)四川省195所養(yǎng)老機(jī)構(gòu)的1 046名養(yǎng)老護(hù)理人員進(jìn)行調(diào)查。結(jié)果四川省養(yǎng)老護(hù)理人員離職意愿條目均分為(2.17±0.61)分,心理契約條目均分為(4.11±0.46)分,員工責(zé)任得分高于組織責(zé)任得分;分層回歸分析顯示,心理契約中的組織規(guī)范責(zé)任、組織人際責(zé)任、組織發(fā)展責(zé)任能負(fù)向預(yù)測(cè)養(yǎng)老護(hù)理人員的離職意愿,能解釋其離職意愿23.5%的變異。結(jié)論四川省養(yǎng)老護(hù)理人員的離職意愿較強(qiáng),心理契約是影響其離職意愿的重要因素。
[Abstract]:Objective to investigate the current situation of retirement intention and psychological contract of nursing staff in Sichuan province and analyze the relationship between them so as to provide an empirical basis for promoting the science and effective management of old-age nursing. Methods 1 046 nursing staff of 195 pension institutions in Sichuan province were investigated by turnover intention scale and psychological contract questionnaire. Results the items of retirement intention of nursing staff in Sichuan Province were (2.17 鹵0.61) points, and the items of psychological contract were (4.11 鹵0.46) points, the scores of employee responsibility were higher than those of organizational responsibility, and the stratified regression analysis showed that the organizational normative responsibility in psychological contract was higher than that in psychological contract. Organizational interpersonal responsibility and organizational development responsibility can negatively predict retirement intention of nursing staff and explain 23.5% variation of turnover intention. Conclusion the retirement intention of nursing staff in Sichuan Province is strong, and psychological contract is an important factor affecting their turnover intention.
【作者單位】： 四川醫(yī)科大學(xué)護(hù)理學(xué)院;
【分類號(hào)】：R47

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