摘要
目的:了解护士精神薪酬满意度和离职意愿现状,并分析精神薪酬满意度对护士离职意愿的影响,为稳定临床护理队伍提供科学依据。方法:选取某三级甲等医院护士为研究对象,采用精神薪酬满意度量表和离职意愿量表进行调查。结果:护士离职意愿总分为(16.32±2.95)分,处于较高水平;护士对来自护士长和来自医生的精神薪酬满意度分别为(10.30±3.19)分和(8.79±2.34)分,均为较低水平,两者差异有统计学意义(P<0.001);分层回归分析显示,聘任形式及精神薪酬满意度是护士离职意愿的预测因素(P<0.05)。结论:护士离职意愿处于较高水平;提高护士的精神薪酬满意度有利于降低其离职意愿。护理管理者应加强与护士的沟通交流并采用恰当的表达方式以提高护士精神薪酬满意水平,稳定护士队伍。
Objective：To investigate the level of psychological reward satisfaction and turnover intention,and analyze their relationship among clinical nurses.Methods：A stratified random sampling method was used to recruit 211 nurses.A questionnaire survey was conducted with the Psychological Reward Satisfaction Scale（PReSS） and the scale of turnover intention.Results：The mean score of turnover intention was 16.32±2.95.The mean score of PReSS from head nurses and doctors were 10.30±3.19 and 8.79±2.34 respectively,and the difference was statistically significant（P＆lt;0.001）.Appointment form and satisfaction with psychological rewards turned out to be predictors of turnover intention.Conclusions：Nursing administrators should pay close attention to nurses’ psychological reward satisfaction and therefore reduce nurses’ turnover intention.
出处
《中国护理管理》
CSCD
2013年第10期45-47,共3页
Chinese Nursing Management
关键词
精神薪酬满意度
离职意愿
临床护士
psychological reward satisfaction
turnover intention
clinical nurse
