本文選題：護士 + ERI��； 參考：《吉林大學(xué)》2017年碩士論文

【摘要】：目的:了解長春市三級甲等醫(yī)院臨床護士ERI、工作適應(yīng)障礙和離職意愿狀況;分析ERI、工作適應(yīng)障礙與臨床護士離職意愿相關(guān)性;探討ERI及工作適應(yīng)障礙對長春市三級甲等醫(yī)院護士離職意愿的影響,提出相應(yīng)建議,為減少護士ERI、減輕其工作適應(yīng)障礙、為護理領(lǐng)導(dǎo)者制定管理措施及對策提供理論支持。方法:采用方便抽樣法,于長春市17所三級甲等醫(yī)院中抽取3所,在3所三級甲等醫(yī)院中抽取內(nèi)科、外科、婦產(chǎn)科、兒科、門診、急診共424名護士進行問卷調(diào)查。調(diào)查問卷包括一般人口學(xué)特征資料調(diào)查表、ERI量表、工作適應(yīng)障礙量表、離職意愿量表。采用Epidata3.1對數(shù)據(jù)進行雙錄入,運用SPSS13.0統(tǒng)計學(xué)軟件分析所得數(shù)據(jù)。數(shù)據(jù)采用描述性統(tǒng)計法、t檢驗、單因素方差分析、Pearson相關(guān)分析、多元線性逐步回歸等統(tǒng)計學(xué)方法。結(jié)果:1.臨床護士ERI3個維度得分為:付出總分為19.63±4.67、獲得總分為35.70±7.21、超負荷總分為18.42±2.79,ERI得分1.04±0.32。不同人口學(xué)特征護士ERI得分比較顯示,護士ERI在工作年限、職稱、任職方式方面差異有統(tǒng)計學(xué)意義(p0.05)。2.臨床護士工作適應(yīng)障礙總分為19.23±2.27,與我國常模17.28±5.14得分相比,差異具有統(tǒng)計學(xué)意義(t=17.632,p0.000)。不同人口學(xué)特征的臨床護士工作適應(yīng)障礙得分情況比較顯示,護士工作適應(yīng)障礙在年齡、工作年限、文化程度、職稱、工作科室、任職方式、月收入方面差異有統(tǒng)計學(xué)意義(p0.05)。3.臨床護士離職意愿總分是13.29±2.50,總均分是2.22±0.42,三個維度的分值分別是:離職意愿Ⅰ總分是4.51±1.24,均分2.27±0.62;離職意愿Ⅱ總分是4.43±0.99,均分2.22±0.49;離職意愿Ⅲ總分為4.34±0.95,均分2.17±0.48。離職意愿處于較高水平為295人,占69.58%。不同人口學(xué)特征的臨床護士離職意愿情況顯示,護士離職意愿在年齡、性別、工作年限、文化程度、職稱、任職方式、月收入方面差異有統(tǒng)計學(xué)意義(p0.05)。4.付出-獲得失衡組的護士離職意愿高于平衡組,兩組差異具有統(tǒng)計學(xué)意義(t=-7.115,p0.05);超負荷組離職意愿高于非超負荷組,兩組差異具有統(tǒng)計學(xué)意義(t=4.853,p0.05);工作適應(yīng)障礙得分高于常模者的離職意愿高于工作適應(yīng)障礙得分低于常模者,兩組差異具有統(tǒng)計學(xué)意義(t=8.636,p0.05)。5.Pearson相關(guān)分析顯示,護士付出、超負荷、ERI、工作適應(yīng)障礙與離職意愿呈正相關(guān),護士獲得與離職意愿呈負相關(guān)。6.多元線性逐步回歸分析顯示,工作適應(yīng)障礙、ERI、合同制、性別、護師職稱進入回歸方程,是影響護士離職意愿的相關(guān)因素,可以解釋43.4%離職意愿變異(R2=0.434)。護士工作適應(yīng)障礙程度越低,離職意愿越低;護士ERI水平越低,離職意愿越低;合同制臨床護士離職意愿比正式編制的臨床護士高;在性別方面,女護士離職意愿水平低于男護士;與護士相比較,護師離職意愿較高。結(jié)論:1.護士ERI總體處于不平衡狀態(tài),工作年限、職稱、任職方式是護士ERI的影響因素。護士工作適應(yīng)障礙情況突出,年齡、工作年限、文化程度、職稱、工作科室、任職方式、月收入是護士工作適應(yīng)障礙的影響因素。護士離職意愿水平較高,年齡、性別、工作年限、文化程度、職稱、任職方式、月收入是護士離職意愿的影響因素。2.付出-獲得失衡、超負荷、工作適應(yīng)障礙高于常模的護士離職意愿較高。護士付出、超負荷、ERI、工作適應(yīng)障礙和離職意愿呈正相關(guān),護士獲得和離職意愿呈負相關(guān)。3.工作適應(yīng)障礙、ERI、合同制、性別、護師職稱是影響護士離職意愿的主要因素。
[Abstract]:Objective: to understand the status of ERI, ERI, the disorder of work adaptation and turnover intention, and to analyze the correlation between ERI, the obstacle of work adaptation and the turnover intention of clinical nurses, and discuss the effect of ERI and work adaptation barriers on the turnover intention of nurses in the three grade a hospital of the city, and put forward some suggestions to reduce the nurses' ERI and reduce their work. In order to adapt to the obstacles, it provides theoretical support for the nursing leaders to formulate management measures and countermeasures. Methods: using the convenient sampling method, 3 hospitals in the 17 grade a hospital of Changchun were selected, and 424 nurses in the 3 three grade hospitals were selected from the medical department, surgery, obstetrics and Gynecology, pediatrics, outpatient department and emergency department. The questionnaire included the general people. Oral characteristics data questionnaire, ERI scale, work adaptation barrier scale, turnover intention scale. Data were recorded by Epidata3.1, and SPSS13.0 statistical software was used to analyze the data. The data were analyzed by descriptive statistics, t test, single factor analysis of variance, Pearson correlation analysis, multiple linear stepwise regression and other statistical methods. Results: 1. the scores of ERI3 dimensions of clinical nurses were: total score was 19.63 + 4.67, total score was 35.70 + 7.21, total score was 18.42 + 2.79, ERI score was 1.04 + 0.32., and the scores of nurses with different demographic characteristics were compared. The difference of nurses' ERI in working years, professional titles, and job styles was statistically significant (P0.05) for.2. clinical nurses. The total score of the disorder was 19.23 + 2.27, and the difference was statistically significant (t=17.632, p0.000) compared with the 17.28 + 5.14 scores in our country. The comparison of the score of adaptation barriers for clinical nurses with different demographic characteristics showed that the adjustment obstacle of nurses was in age, working years, educational level, job title, working department, tenure, monthly income. There were statistical significance (P0.05) the total score of turnover intention of.3. clinical nurses was 13.29 + 2.50, the total average score was 2.22 + 0.42, and the scores of three dimensions were respectively: the total score of turnover intention I was 4.51 + 1.24, the average score was 2.27 + 0.62, and the total score of turnover intention II was 4.43 + 4.43 + 2.22 + 0.49. The turnover intention of clinical nurses with a higher level of 295 people, accounting for the different demographic characteristics of 69.58%. showed that there was a significant difference between the nurses' turnover intention in age, sex, working life, education, job title, job style and monthly income (P0.05).4. pay - unbalance group, the turnover intention of nurses was higher than that of the balance group, two The difference of the group was statistically significant (t=-7.115, P0.05); the turnover intention of the overloading group was higher than that of the non overload group. The two groups were statistically significant (t=4.853, P0.05), and the turnover intention of the job adaptation barrier was higher than the norm, and the score of the turnover intention was higher than that of the work adaptation disorder. The difference of the two groups was statistically significant (t=8.636, P0.05).5.Pearso N correlation analysis showed that nurses' pay, overload, ERI, job adaptation barriers were positively related to turnover intention, and the negative correlation between nurses' acquisition and turnover intention was.6. multivariate linear regression analysis, which showed that job adaptation barrier, ERI, contract system, sex, professional title of nurse entered return equation, which were related factors affecting nurses' turnover intention, which could explain 4 3.4% the change of turnover intention (R2=0.434). The lower the adaptability of nurses, the lower the turnover intention, the lower the ERI level of nurses, the lower turnover intention; the higher willingness of the nurses to leave the clinical nurses than the formal nurses; in the gender aspect, the turnover intention of the female nurses was lower than that of the male nurses; the nurses' turnover intention was higher compared with the nurses. Conclusion: 1. the total number of nurses in ERI is in a unbalanced state, working years, professional titles and working methods are the influencing factors of nurses' ERI. The conditions of nurses' work adaptation are prominent, age, working years, educational level, professional title, working department, job style, and monthly income are the factors that affect the adaptation of nurses. The level of nurses' turnover intention is higher, age and age. Gender, working life, educational level, job title, term of employment, and monthly income are the factors affecting the turnover intention of nurses.2. - gain imbalance, overload, and job adaptation barriers higher than the normal mode of nurses' turnover intention. Nurses pay, overload, ERI, job adaptation barrier and turnover intention are positively related, nurses' gain and turnover intention are negative Guan.3. work adjustment disorder, ERI, contract system, gender, nurse title is the main factor affecting nurses' turnover intention.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：R47

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