【摘要】：目的：了解烏魯木齊三級(jí)甲等醫(yī)院護(hù)士心理資本、組織承諾與離職意愿的現(xiàn)狀及其在人口學(xué)變量上的差異。探討護(hù)士心理資本、組織承諾和離職意愿三者的關(guān)系。為烏魯木齊三甲醫(yī)院護(hù)理人力資源管理提供理論依據(jù)。方法：2012年11月至2013年7月采用多階段隨機(jī)整群抽樣方法對(duì)烏魯木齊6所三甲醫(yī)院1411名護(hù)士應(yīng)用一般資料調(diào)查表、心理資本量表、組織承諾量表和離職意愿量表進(jìn)行問(wèn)卷調(diào)查。所有資料輸入EpiData建立數(shù)據(jù)庫(kù),應(yīng)用SPSS19.0軟件,根據(jù)資料的類型分別進(jìn)行描述性統(tǒng)計(jì)、F檢驗(yàn)或t檢驗(yàn)、Pearson相關(guān)及回歸分析。結(jié)果：1)烏魯木齊三甲醫(yī)院護(hù)士心理資本總得分為3.58±0.37分,各維度得分由高到低為自我效能感、希望、韌性、樂(lè)觀。不同民族、年齡、工作年限、科室、職務(wù)、月收入的護(hù)士心理資本差異有統(tǒng)計(jì)學(xué)意義(P0.01或P0.05),多元逐步回歸分析結(jié)果顯示,人口學(xué)變量中科室、民族、工作年限、年齡與職務(wù)是影響護(hù)士心理資本的重要因素。2)護(hù)士組織承諾得分為3.32±0.48分,不同年齡、工作年限、科室、職務(wù)、職稱、婚姻、用工性質(zhì)、月收入的護(hù)士組織承諾得分差異有統(tǒng)計(jì)學(xué)意義(P0.01),多元逐步回歸分析結(jié)果顯示,年齡、工作年限、月收入、職稱是影響護(hù)士組織承諾的重要因素。3)護(hù)士離職意愿得分為2.41±0.60分,不同年齡、工作年限、科室、職務(wù)、職稱、婚姻、學(xué)歷、月收入、用工性質(zhì)的護(hù)士離職意愿得分差異有統(tǒng)計(jì)學(xué)意義(P0.01或P0.05),其中年齡、科室、學(xué)歷、職務(wù)、工作年限是影響護(hù)士離職意愿的重要因素。4)Pearson相關(guān)分析結(jié)果顯示,護(hù)士心理資本與組織承諾呈顯著正相關(guān),心理資本與離職意愿呈顯著負(fù)相關(guān),組織承諾與離職意愿呈負(fù)相關(guān)(P0.01)。回歸分析結(jié)果證明護(hù)士組織承諾是心理資本與離職意愿間起中介作用。結(jié)論：烏魯木齊三級(jí)甲等醫(yī)院護(hù)士心理資本處于中等水平,有待提高,護(hù)士組織承諾處于中等偏上水平,護(hù)士離職意愿較高,研究結(jié)果提示提高護(hù)士心理資本水平,有助于提高護(hù)士組織承諾,減輕護(hù)士離職率。組織承諾作為中介變量在心理資本與離職意愿之間起重要作用。這提示護(hù)理管理者應(yīng)重視提高護(hù)士心理資本、調(diào)動(dòng)工作積極性、提升組織承諾從而降低護(hù)士離職意愿,維持護(hù)理隊(duì)伍職業(yè)穩(wěn)定性,進(jìn)而提高護(hù)理工作質(zhì)量和工作效率。
[Abstract]:Objective: to understand the psychological capital, organizational commitment and turnover intention of nurses in Grade 3A Hospital in Urumqi. To explore the relationship among nurses' psychological capital, organizational commitment and turnover intention. To provide a theoretical basis for the management of nursing human resources in the third Class A Hospital of Urumqi. Methods: from November 2012 to July 2013, 1411 nurses in 6 third-class hospitals in Urumqi were investigated with general information questionnaire, psychological capital scale, organizational commitment scale and turnover intention scale. All data were input into EpiData to establish database, and SPSS19.0 software was used to carry out descriptive statistics, F test or t test, Pearson correlation and regression analysis according to the type of data. Results: 1) the total score of psychological capital of nurses in Urumqi third Class A Hospital was 3.58 鹵0.37. The scores of each dimension from high to low were self-efficacy, hope, toughness and optimism. There were significant differences in psychological capital of nurses with different nationalities, age, working years, department, post and monthly income (P0.01 or P0.05). The results of multiple stepwise regression analysis showed that the demographic variables included department, nationality and working years. Age and job were the important factors influencing nurses' psychological capital. 2) the scores of nurses' organizational commitment were 3.32 鹵0.48, different ages, years of work, department, position, title, marriage, nature of employment, and so on. The scores of organizational commitment of nurses with monthly income were significantly different (P0.01). The results of multiple stepwise regression analysis showed that age, working years, monthly income, Job title is an important factor affecting nurses' organizational commitment. 3) the score of nurses' willingness to leave is 2.41 鹵0.60, with different ages, years of service, department, position, title, marriage, education, monthly income, etc. The scores of nurses' turnover intention were significantly different (P0.01 or P0.05), in which age, department, education, position and working years were the important factors influencing nurses' turnover intention. 4) Pearson correlation analysis showed that: 1. There was a significant positive correlation between nurses' psychological capital and organizational commitment, a significant negative correlation between psychological capital and turnover intention, and a negative correlation between organizational commitment and turnover intention (P0.01). The results of regression analysis showed that organizational commitment of nurses was an intermediary between psychological capital and turnover intention. Conclusion: the psychological capital of nurses in Grade 3A Hospital of Urumqi is in the middle level, which needs to be improved. The nurses' organization commitment is at the middle level and the willingness of nurses to quit is higher. The research results suggest that the level of nurses' psychological capital should be improved. It is helpful to improve the commitment of nurses and reduce the rate of nurses'absences. Organizational commitment, as an intermediary variable, plays an important role between psychological capital and turnover intention. It is suggested that nursing managers should pay attention to improving nurses' psychological capital, arousing their work enthusiasm, promoting their organizational commitment so as to reduce nurses' willingness to quit, maintain the occupational stability of nursing staff, and then improve the quality and efficiency of nursing work.
【學(xué)位授予單位】：新疆醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：R47

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