【摘要】：目的:調(diào)查低年資護(hù)士工作場(chǎng)所欺負(fù)和職業(yè)認(rèn)同現(xiàn)狀,探討二者相關(guān)關(guān)系,分析職業(yè)認(rèn)同影響因素,提出改善工作場(chǎng)所欺負(fù)措施,以提高低年資護(hù)士職業(yè)認(rèn)同水平,幫助其更平穩(wěn)地度過(guò)職業(yè)生涯初期,為國(guó)內(nèi)相關(guān)研究提供參考依據(jù)。方法:于2016年7月至10月,采用方便抽樣法從長(zhǎng)春市3所三級(jí)甲等綜合性醫(yī)院抽取符合納入標(biāo)準(zhǔn)的280名低年資護(hù)士,開(kāi)展問(wèn)卷調(diào)查。問(wèn)卷包括三部分:一般資料調(diào)查表、中文版負(fù)性行為問(wèn)卷、護(hù)士職業(yè)認(rèn)同評(píng)定量表。使用軟件Epidata3.0建立數(shù)據(jù)庫(kù),錄入數(shù)據(jù),使用SPSS22.0對(duì)數(shù)據(jù)進(jìn)行分析。分析方法包括描述性分析、t檢驗(yàn)、單因素方差分析、非參數(shù)秩和檢驗(yàn)、Spearman相關(guān)分析和多元逐步回歸分析。結(jié)果:1.低年資護(hù)士工作場(chǎng)所欺負(fù)總分范圍為22~69分,總分平均分為(31.70±9.53)。三個(gè)維度得分由高到低依次為:組織不公維度(1.82±0.79)、工作相關(guān)欺負(fù)維度(1.36±0.41)、個(gè)人相關(guān)欺負(fù)維度(1.35±0.40)。低年資護(hù)士工作場(chǎng)所欺負(fù)發(fā)生率為53.2%。2.工作場(chǎng)所欺負(fù)得分在婚姻狀況、用工性質(zhì)、護(hù)齡和職業(yè)再選擇方面的差異具有統(tǒng)計(jì)學(xué)意義(P(27)0.05)。3.低年資護(hù)士職業(yè)認(rèn)同總分范圍為74~145分,總分平均分為(106.53±15.89)。五個(gè)維度得分由高到低依次為:職業(yè)自我反思維度(3.81±0.64)、職業(yè)社會(huì)支持維度(3.78±0.53)、職業(yè)挫折應(yīng)對(duì)維度(3.70±0.56)、職業(yè)社交技能維度(3.35±0.58)、職業(yè)認(rèn)知維度(3.34±0.70)。低年資護(hù)士職業(yè)認(rèn)同處于中等水平的比例占65.1%,處于高水平的比例為19.1%,偏低水平比例是15.7%。4.職業(yè)認(rèn)同得分在年齡、婚姻狀況、用工性質(zhì)、月收入、護(hù)齡、職業(yè)再選擇方面的差異具有統(tǒng)計(jì)學(xué)意義(P(27)0.05)。5.Spearman相關(guān)分析結(jié)果顯示工作場(chǎng)所欺負(fù)及各維度與職業(yè)認(rèn)同呈負(fù)相關(guān)(P(27)0.05,r=-0.455)。多元逐步回歸分析結(jié)果顯示,工作場(chǎng)所欺負(fù)、職業(yè)再選擇、用工性質(zhì)和年齡進(jìn)入回歸方程,是影響護(hù)士職業(yè)認(rèn)同的相關(guān)因素,四者可以解釋職業(yè)認(rèn)同變異的29.6%。結(jié)論:1.低年資護(hù)士工作場(chǎng)所欺負(fù)發(fā)生率較高,一般人口學(xué)資料中,婚姻狀況、用工性質(zhì)、護(hù)齡和職業(yè)再選擇四個(gè)變量對(duì)低年資護(hù)士感知工作場(chǎng)所欺負(fù)產(chǎn)生影響。2.低年資護(hù)士職業(yè)認(rèn)同處于中等水平,一般人口學(xué)資料中,年齡、婚姻狀況、用工性質(zhì)、月收入、護(hù)齡、職業(yè)再選擇六個(gè)變量對(duì)低年資護(hù)士職業(yè)認(rèn)同產(chǎn)生影響。3.低年資護(hù)士工作場(chǎng)所欺負(fù)和職業(yè)認(rèn)同存在負(fù)相關(guān),工作場(chǎng)所欺負(fù)在一定程度上負(fù)向影響低年資護(hù)士的職業(yè)認(rèn)同。4.工作場(chǎng)所欺負(fù)、職業(yè)再選擇、用工性質(zhì)和年齡是低年資護(hù)士職業(yè)認(rèn)同的主要影響因素。
[Abstract]:Objective: to investigate the present situation of workplace bullying and occupational identity of junior nurses, to explore the relationship between them, to analyze the influencing factors of occupational identity, and to propose measures to improve workplace bullying in order to improve the level of occupational identity of junior nurses. To help them through the early stage of their career more smoothly, to provide a reference for relevant domestic research. Methods: from July to October 2016, 280 junior nurses who met the inclusion criteria were selected from 3 Grade 3A general hospitals in Changchun by convenient sampling method, and a questionnaire survey was carried out. The questionnaire consists of three parts: general Information questionnaire, Chinese version negative behavior questionnaire and Nurses Professional identity scale. Use software Epidata3.0 to establish database, input data, use SPSS22.0 to analyze the data. The analytical methods include descriptive analysis t-test, univariate ANOVA, non-parametric rank sum test Spearman correlation analysis and multivariate stepwise regression analysis. The result is 1: 1. The total score of workplace bullying by junior nurses was 220.69, and the average score was 31.70 鹵9.53. The scores of three dimensions from high to low were: organizational injustice dimension (1.82 鹵0.79), work-related bullying dimension (1.36 鹵0.41), personal related bullying dimension (1.35 鹵0.40). The incidence of workplace bullying among junior nurses was 53.2%. Workplace bullying scores were significantly different in marital status, nature of employment, nursing age and career re-selection (P (27). The total score of occupational identity of junior nurses was 74 / 145, and the average score was (106.53 鹵15.89). The scores of the five dimensions from high to low were (3.81 鹵0.64), (3.78 鹵0.53), (3.70 鹵0.56), (3.35 鹵0.58) and (3.34 鹵0.70) respectively. The proportion of junior nurses with middle level of professional identity was 65.1%, the proportion of junior nurses at high level was 19.1%, and the proportion of junior nurses with lower level was 15.70.4. The scores of occupational identity were significantly different in age, marital status, nature of employment, monthly income, nursing age, and career re-selection (P (27) .5.Spearman correlation analysis showed that workplace bullying and its dimensions were negatively correlated with occupational identity (P (27) 0.05r-0.455). The results of multiple stepwise regression analysis showed that workplace bullying, occupational re-selection, employment nature and age entering the regression equation were the relevant factors affecting nurses' professional identity, and the four could explain the variation of occupational identity. Conclusion 1. The incidence of workplace bullying among junior nurses was higher. In general demographic data, marital status, nature of employment, nursing age and occupation re-selection had an impact on perceived workplace bullying of junior nurses. 2. In the general demographic data, age, marital status, nature of employment, monthly income, nursing age, career selection have an impact on the professional identity of junior nurses. There was a negative correlation between workplace bullying and occupational identity of junior nurses, and workplace bullying had a negative effect on occupational identity of junior nurses to some extent. Workplace bullying, career re-selection, employment nature and age were the main influencing factors of junior nurses' professional identity.
【學(xué)位授予單位】：吉林大學(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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