摘要
目的探讨影响产科护士离职意愿的相关因素及其在解释离职原因时的权重,为管理者提供理论依据。方法按比例分层抽样的方法选取北京市10所三级综合医院252名产科病房护士进行问卷调查。结果不同编制、职称的护士离职意愿得分不同(P<0.05);相关分析结果发现组织承诺度与离职意愿呈中度负相关(r=-0.451,P<0.01),角色冲突、期望匹配度、工作满意度、工作压力、角色模糊等均与离职意愿显著相关;进一步的多元回归分析中组织承诺度对离职意愿的解释作用最强(20.3%),角色冲突解释离职意愿变化的作用也较强(5.8%)。结论离职意愿受多种因素的影响,提高护士的组织承诺感,避免角色冲突可以降低护士的离职意愿水平。对于不同编制和职称的护士应给予不同的关注。
Objective To explore the influential factors of turnover intention in maternity nurses and their weight in explaining the reason for quitting job and to provide theoretical bases for nursing administrators. Methods A total of 252 maternity nurses from 10 general hospitals in Beijing were selected by stratified sampling method and surveyed by questionnaire. Results The score of turnover intention of nurses varied with their ownership rolations with hospitals and professional titles （P 〈 0.05 ）. Correlation analysis showed that organizational commitment was negatively ton＇elated to turnover intention （r = -0. 451, P 〈 0.01 ）. The role conflict, met expectation,job satisfaction, occupational stress and role ambiguity were significantly con＇elated with turnover intention. Multiple regression analysis showed that organizational commitment played the strongest role in interpreting the changes of turnover intention （20.3%） and role conflict was also a strong factor influencing turnover intention （5.8%）. Conclusion The turnover intention of maternity nurses is intlueneed by multiple factors. Improving the organizational commitment of nurses and avoiding role conflict can reduce the turnover intention. The nurses with different ownership relations with hospitals and professional titles should be given close attention.
出处
《护理管理杂志》
2011年第2期112-114,共3页
Journal of Nursing Administration
关键词
离职意愿
产科
护士
turnover intention
maternity department
nurse
