本文選題：護士 + 職業(yè)生涯階段��； 參考：《杭州師范大學》2017年碩士論文

【摘要】：研究目的:依據(jù)職業(yè)生涯階段理論,合理劃分國內護士職業(yè)生涯階段并界定各階段的特征。結合工作嵌入理論,分析職業(yè)生涯不同階段,工作嵌入、離職意愿整體水平及工作嵌入各維度對護士離職意愿影響的差異性,為護理管理者制定差異化的護士留職策略、降低護士離職意愿提供參考依據(jù)。研究方法:采用整群便利抽樣法,抽取杭州市3所三級甲等綜合性醫(yī)院的600名在職護士進行問卷調查,問卷的內容主要包括一般人口學特征、護士職業(yè)生涯階段表、工作嵌入量表和離職意愿量表4部分。在Epidate3.1中建立數(shù)據(jù)庫并錄入數(shù)據(jù),采用SPSS20.0對數(shù)據(jù)進行統(tǒng)計分析。采用Cronbach’s a系數(shù)、主成分和因子分析法分別測量量表的信效度;描述性分析法描述樣本的一般人口學特征構成;單因素分析法分析護士一般人口學特征對離職意愿的影響,護士在4階段的工作嵌入、離職意愿水平;多重線性回歸分析護士在不同階段工作嵌入各維度對離職意愿的影響。研究結果:(1)共發(fā)放問卷600份,回收有效問卷544份,有效回收率為90.7%。(2)544名在職護士中,確立、穩(wěn)步發(fā)展、維持和下降階段分別有126人、280人、88人和50人,占總調查人數(shù)的23.1%、51.47%、16.2%和9.2%。(3)護士職業(yè)生涯4階段,工作嵌入得分由高到低是:維持階段、下降階段、確立階段和穩(wěn)步發(fā)展階段,各階段得分具有統(tǒng)計學差異,P值均小于0.05。離職意愿得分由高到低為:穩(wěn)步發(fā)展階段、確立階段、維持階段和下降階段,除確立和穩(wěn)步發(fā)展、維持和下降階段兩兩間得分不具有統(tǒng)計學差異,P值均大于0.05,其他各階段間的得分均具有統(tǒng)計學差異,P值均小于0.05。(4)4階段護士離職意愿影響因素分析結果是:確立階段護士離職意愿影響因素有組織匹配、工作年限、組織犧牲和職位;影響穩(wěn)步發(fā)展階段護士離職意愿的因素主要為組織匹配、工作年限、組織犧牲和組織聯(lián)結;維持階段,工作年限、職位、社區(qū)匹配和婚姻狀況是護士離職的主要因素;下降階段主要受年齡和組織匹配的影響。研究結論:(1)三甲醫(yī)院護士在職業(yè)生涯4個階段中:工作嵌入均處于中等水平、離職意愿處于較高水平。其中,確立階段和穩(wěn)步發(fā)展階段護士的工作嵌入水平低于維持和下降階段護士,而離職意愿水平高于維持和下降階段護士。因此,管理者需給予這兩階段護士更多關注,提高工作嵌入水平、降低離職意愿。(2)三甲醫(yī)院護士在職業(yè)生涯不同階段中,工作年限、年齡等與時間相關的變量是護士離職意愿的共同影響因素;另外,影響確立和穩(wěn)步發(fā)展階段護士離職意愿的關鍵因素是與組織內部相關的工作內嵌入相關的因素,維持階段、下降階段的主要離職影響因素分別是工作外嵌入相關因素和自我實現(xiàn)的需要。
[Abstract]:Objective: according to the theory of career stage, the author divided the stage of professional career of nurses in China and defined the characteristics of each stage. Based on the theory of job embedding, this paper analyzed the difference of the influence of different stages of career, job embedding, the whole level of job embedding and the dimensions of job embedding on nurses' turnover intention, and worked out the differentiated nurse retention strategy for nursing managers. Reducing nurses' willingness to leave the job provides a basis for reference. Methods: a questionnaire survey was conducted among 600 nurses in 3 Grade 3A general hospitals in Hangzhou by cluster convenience sampling. The contents of the questionnaire mainly included the general demographic characteristics and the career stage of nurses. Job embeddedness scale and turnover intention scale 4. Establish database and input data in Epidate3.1, and use SPSS20.0 to analyze the data. Cronbach's a coefficient, principal component analysis and factor analysis were used to measure the reliability and validity of the scale; descriptive analysis was used to describe the general demographic characteristics of the sample; single factor analysis was used to analyze the influence of the general demographic characteristics of nurses on the turnover intention. The level of job embedding and turnover intention of nurses in four stages and the influence of multiple linear regression analysis on the turnover intention of nurses in different stages. The results of the study were as follows: (1) A total of 600 questionnaires were sent out, and 544 valid questionnaires were returned. The effective recovery rate was 90.7%. Of the 544 nurses in service, there were 126 people, 280 people, 88 people, and 50 nurses in the stage of steady development, maintenance and decline, respectively. The scores of job embedding from high to low were as follows: maintenance stage, descending stage, establishing stage and steady developing stage. There were statistical differences in the scores of each stage (P < 0.05). The scores of turnover intention from high to low are: steady development stage, establishment stage, maintenance stage and descending stage, except establishment and steady development, There was no statistical difference in the scores between the maintenance stage and the descending stage (P > 0.05), and there were statistical differences in the scores between the other stages. The results showed that the influencing factors of nurses' turnover intention in the other stages were lower than 0.05.45% and the results were as follows: The factors influencing the turnover intention of segment nurses were organized matching. Years of work, organizational sacrifices and positions; factors that affect nurses' willingness to leave at a steady stage of development are organizational matching, length of work, organizational sacrifice and organizational association; maintenance stage, length of service, position, etc. Community matching and marital status are the main factors for nurses to leave their jobs, and the decline stage is mainly influenced by age and organization matching. Conclusion: 1) in the four stages of their career, the nurses of the third Class A Hospital are in the middle level of job embeddedness and the higher level of turnover intention. Among them, the level of job embeddedness in the stage of establishment and steady development is lower than that in the stage of maintenance and decline, while the level of turnover intention is higher than that in the stage of maintenance and decline. Therefore, managers should pay more attention to nurses in these two stages, improve the level of job embeddedness and reduce their intention to leave. Age and other time-related variables are the common influencing factors of nurses' turnover intention; in addition, the key factors influencing nurses' turnover intention in the stage of establishing and developing steadily are the related factors embedded in the relevant work within the organization and the maintenance stage. The main factors affecting the turnover in the decline stage are the external embedding related factors and the need for self-actualization.
【學位授予單位】：杭州師范大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：R47
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本文編號：1835767