摘要
目的探讨急诊科人力资源管理对护士焦虑感的影响。方法以深圳市龙岗区9家二级甲等医院急诊科的300名护士为研究对象，参照焦虑白评量表（SAS）等国内外的研究方法进行问卷调查，评估护士的焦虑现状和急诊科的人力资源管理，对两者相关性进行统计分析。结果除3家医院外，其他6家医院的护士焦虑状况评分显示均有不同程度的焦虑，平均分均高于50分；即使在3家焦虑状况评分在50分以下的医院里，中重度焦虑的比例仍在20．0％以上，其他6家医院更高，最高达66．7％；同时人力资源管理达到优秀与合格的医院急诊科护士的总体焦虑率明显低于不合格医院，且人力资源管理状况和护士的焦虑状况存在密切的相关性。结论急诊科护士普遍具有较高的焦虑性，并且在人力资源管理不善的医院，这种职业焦虑显得更加明显，这种焦虑与急诊科人力资源的管理密切相关。
Objective To explore the influence of human resources management in emergency de partment on nurse＇s anxiety. Methods SelfRating Anxiety Scale（SAS）was used to investigate 300 nurs es in the emergency department in nine secondary level hospitals of Longga.ng District. Division of human resource management in these hospitals were examined and the correlation between them was statistically analyzed. Results In addition to the three hospitals, nurses anxiety status of the other six hospitals score showed different levels of anxiety, the average scores were above 50, but the hospitals, that the ratio of the three anxiety condition score was less than 50, moderate to severe anxiety were still more than 20.0%, and other six hospitals was up to 66.7%. In the human resource management to achieve excellent and qualified hospital, the anxiety rate was significantly lower than the substandard hospitals. At the same time there was close correlation between the situation of human resource management and nurses anxiety situation. Conclusions Emergency nurses generally have high anxiety, and in hospitals with poor human resource management, career anxiety is even more obvious. That is to say the anxiety of nurses is closely related to emergency department man agement of human resources.
出处
《中国实用护理杂志》
北大核心
2013年第1期38-40,共3页
Chinese Journal of Practical Nursing
基金
2012年深圳市科技计划项目（201203351）
关键词
人力资源管理
急诊科护士
焦虑感
Human resources management
Emergency nurses
Anxiety
