摘要
目的建立和验证护士长授权领导对护士离职意愿影响的中介模型,为医院人力资源管理提供参考依据。方法2014年9-10月,采用便利抽样法选取重庆市三所三级甲等综合性医院护士500名,采用人口统计变量调查问卷、授权领导量表、心理授权量表、组织承诺量表、工作满意量表和离职意愿量表进行问卷调查。结果授权领导与心理授权、工作满意、组织承诺呈正相关(均P<0.01),授权领导、心理授权、工作满意、组织承诺与离职意愿呈负相关(均P<0.01);心理授权、工作满意和组织承诺是授权领导与离职意愿的完全中介变量。结论提高护士长授权领导力,即通过提升护士的心理授权感知、工作满意和组织忠诚度,有助于降低护士离职意愿。
Objective To set up and test the mediating model of leadership empowerment by the head nurse influences the nurses＆#39;turnover intention,in order to provide reference to reduce nurses＆#39;turnover for the manpower resource management of hospitals.Methods By convenience sampling method,500 nurses from 3 Class three Class III Grade I hospitals in Chongqing were selected.These nurses were surveyed by the general demographic characteristics of questionnaire,empowering leadership scale,psychological em-powerment scale,organizational commitment scale,j ob satisfaction scale and turnover intention scale.Re-sults There was a positive relationship between empowering leadership and psychological empowerment, job satisfaction and organization commitment（all P〈0.01）.There was a negative relationship found be-tween turnover intention and empowering leadership,psychological empowerment,job satisfaction and or-ganization commitment（all P〈0.01）.Psychological empowerment,job satisfaction and organization com-mitment were the complete mediation variables between empowering leadership and turnover intention. Conclusions The high level of empowering leadership,by improving psychological empowerment,organi-zational commitment and job satisfaction can contribute to the reducing of the nurses＆#39;turnover intention.
作者
宋彩萍
冯欢
孙小莉
任家顺
Song Caiping Feng Huan Sun Xiaoli Ren Jiashun(Department of Nursing, Xinqiao Hospital of Third Military Medical University, Chongqing 400037, China Administration Office, Xinqiao Hospital of Third Military Medical University)
出处
《解放军护理杂志》
CSCD
2017年第4期6-11,30,共7页
Nursing Journal of Chinese People's Liberation Army
关键词
护士长
护士
授权领导
心理授权
工作满意
组织承诺
离职意愿
head nurses
nurse
empowering leadership
psychological empowerment
job satisfaction
or-ganizational commitment
turnover intention
