本文選題：護(hù)士　切入點(diǎn)：護(hù)士長　出處：《延邊大學(xué)》2017年碩士論文

【摘要】：目的:在評(píng)價(jià)護(hù)士感知的領(lǐng)導(dǎo)行為、同事支持、工作滿意度水平的基礎(chǔ)上,探討護(hù)士感知的護(hù)士長領(lǐng)導(dǎo)行為、護(hù)士同事支持與護(hù)士工作滿意度三者之間的相關(guān)性。為提高護(hù)士工作滿意度、降低護(hù)士離職率尋求有效可行的途徑;為促進(jìn)護(hù)士身心健康、提升護(hù)士同事支持提供一定的數(shù)據(jù)資料與理論依據(jù);為醫(yī)院護(hù)理管理在促進(jìn)團(tuán)體團(tuán)結(jié)協(xié)助和提升工作滿意度方面提供參考。方法:本研究為非實(shí)驗(yàn)相關(guān)性研究,懫用便利抽樣方法,選取四所三級(jí)甲等醫(yī)院中護(hù)齡滿1年的護(hù)理人員為研究對(duì)象進(jìn)行間卷調(diào)查。本研究所采用的工具為一般護(hù)士人口學(xué)資料調(diào)查表、醫(yī)院領(lǐng)導(dǎo)行為量表、護(hù)士群體同事支持量表以及明尼蘇達(dá)滿意度量表進(jìn)行問卷調(diào)g�。所有数据均詳\肧PSS19.0統(tǒng)計(jì)軟件進(jìn)行分析處理。結(jié)果:(1)護(hù)士長領(lǐng)導(dǎo)行為得分為(88.98±10.00)分;護(hù)士同事得分為支持(51.90±16.50)分;護(hù)士工作滿意度為(82.78±12.08)分。(2)在領(lǐng)導(dǎo)行為部分維度中,不同科室的護(hù)士存在差異(p0.01);在同事支持部分維度中,不同年齡、文化程度、科室和工作收入的護(hù)士存在差異(p0.05);在工作滿意度部分維度中,不同年齡、婚姻狀況、護(hù)齡、科室和工作收入的護(hù)士存在差異(p0.05)。(3)各變量的相關(guān)分析顯示,護(hù)士感知的領(lǐng)導(dǎo)行為得分與同事支持呈顯著負(fù)相關(guān)(p0.01),與工作滿意度呈顯著正相關(guān)(p0.01);同事支持與工作滿意度呈顯著負(fù)相關(guān)(p0.01)。結(jié)論:(1)護(hù)士長領(lǐng)導(dǎo)行為對(duì)護(hù)士同事支持具有促進(jìn)作用,有助于提高護(hù)士工作滿意度;同事支持在一定程度上能夠緩解護(hù)士的壓力,從而改善護(hù)士對(duì)工作的滿意程度。(2)護(hù)士對(duì)醫(yī)院的護(hù)士長其領(lǐng)導(dǎo)行為做出了比較高的評(píng)價(jià),對(duì)護(hù)士群體間同事支持做出了一般的評(píng)價(jià),提示護(hù)士長其領(lǐng)導(dǎo)行為有待于改善,同事支持水平有待于提升。(3)護(hù)理管理者可以從提升護(hù)士群體同事支持水平的角度考慮,進(jìn)而制定提高其工作滿意度的策略。
[Abstract]:Objective: on the basis of evaluating nurses' perceived leadership behavior, colleagues' support, and job satisfaction level, to explore the nurses' perceived leadership behavior of head nurses. The correlation between nurses' support and nurses' job satisfaction. In order to improve nurses' job satisfaction and reduce the turnover rate of nurses, and to promote the physical and mental health of nurses, To promote the support of nursing colleagues to provide certain data and theoretical basis; to provide a reference for hospital nursing management in promoting group solidarity assistance and job satisfaction. Methods: this study is a non-experimental correlation study. With the convenient sampling method, nurses with one year nursing years in four Grade 3A hospitals were selected as the research objects. The tools used in this study were the general nurse demographics questionnaire and the hospital leadership behavior scale. The nurses' coworker support scale and Minnesota satisfaction scale were surveyed with g? K? Huh? Pensey? Results: the head nurses' leadership behavior score was 88.98 鹵10.00; the nurses' colleagues' scores were 51.90 鹵16.50; the nurses' job satisfaction was 82.78 鹵12.08; the scores of nurses' job satisfaction was 82.78 鹵12.08; the scores of nurses' job satisfaction were 82.78 鹵12.08; the scores of nurses' work satisfaction were 82.78 鹵12.08; the scores of nurses' colleagues were 51.90 鹵16.50; The nurses in different departments had different p0.01s; the nurses with different age, education, department and income had different p0.05s in the support dimension of colleagues; in the partial dimension of job satisfaction, the nurses had different ages, marital status, nursing years. The correlation analysis of the variables between the nurses in the department and the working income (p 0.05) showed that there were significant differences between the nurses in the department and in the working income (P < 0.05). There was a significant negative correlation between nurses' perceived leadership behavior scores and colleagues' support, and a significant positive correlation between nurses' perceived leadership behavior and job satisfaction, and a significant negative correlation between colleagues' support and job satisfaction. Conclusion: 1) head nurses' leadership behavior can promote nurses' colleagues' support. It helps to improve nurses' job satisfaction; colleagues' support can alleviate the nurses' stress to a certain extent, thereby improving nurses' satisfaction with their work.) Nurses have made a higher evaluation of the nurses' leadership behavior. A general evaluation was made on the support of colleagues among nurses, indicating that the head nurses' leadership behavior needs to be improved, and the level of colleagues' support should be improved.) Nursing managers can consider improving the support level of nurses' colleagues. And then formulate strategies to improve their job satisfaction.
【學(xué)位授予單位】：延邊大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R47

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