护士职业认同感、工作压力和满意度及离职意愿调查

Professional identity,job stress,job satisfaction and turnover intention among nurses

目的:了解北京市护士的职业认同感、工作压力和满意度及离职意愿状况。方法:采用方便抽样法抽取北京市19家不同级别医院的1272名护士,用自行设计的护士职业认同感、工作压力和工作满意度及离职意愿问卷对其进行调查。结果:1272名护士认为目前护士的社会地位平均分为36.5±19.7分(中位数为35.0),27.8%的护士感觉患者对护士比较尊重或非常尊重;57.2%的护士认为工作压力较大或很大,压力来源主要为职业风险高、工作强度大、社会评价不高;30.7%的护士对工作比较满意或非常满意,不满意的原因主要为收入低、职业风险高、工作强度大;35.2%的护士表示不愿意继续从事护理工作,原因主要为收入低、职业风险高和工作强度大;多元线性逐步回归显示护士职业认同的影响因素有护龄和学历,工作压力的影响因素有婚姻状况和医院级别,工作满意度的影响因素有医院级别、职称和职务;Logistic回归显示护士离职意愿的影响因素为医院级别。结论:目前北京市护士的职业认同感评分低,工作压力大,工作满意度低,离职意愿强烈;相关管理部门应采取有效措施,减轻护士工作压力,提高护士工作满意度和职业认同感,减少有离职意愿护士的数量,以稳定护士队伍,保证临床护理质量。

Objective： To investigate nurses＇ professional identity, job stress, job satisfaction and turnover intention in Beijing. Methods： Totally 1272 nurses from 19 hospitals of different levels in Beijing were recruited by convenient sampling method and investigated by self-designed questionnaires about nurses＇ professional identity, job stress, job satisfaction, and turnover intention. Results： The mean score of social class was 36.5± 19.7 （median 35.0） and only 27.8% nurses felt respected by patients. About 57.2% nurses felt their job stressful or very stressful and the main stressors were high professional risk, high workload, and the low social evaluation. Only 30.7% nurses were satisfied＇with their job and the main dissatisfying factors were low income, high professional risk, and high workload. About 35.2% nurses were unwilling to be nurses anymore and the main reasons were low income, high professional risk, and high workload. Multiple linear regression showed that the influencing factors of nurses＇ professional identity, job stress, and job satisfaction were working years and education background, marital status and hospital level, and hospital level, professional qualifications and post, respectively. Logistic regression showed that the influencing factor of turnover intention was hospital level. Conclusion： The professional identity and job satisfaction of nurses in Beijing is low, while the job stress and turnover intention is high. Hospital managers should take some effective measures to enhance nurse＇ professional identity and job satisfaction and reduce their job stress and turnover intention to stabilize nursing team and to ensure nursing quality.