吴江地区护士工作幸福感的现状分析

Analysis on current situation of nurses' well-being in Wujiang district

目的:研究吴江地区护理人员工作幸福感的现状和特点,并对影响因素进行分析。方法:运用问卷调查法,从吴江地区各级医院的护士中抽取1045名护理人员作为研究对象,采用"临床护理人员主观工作幸福感调查表"对其进行调查和分析。结果:1045名护理人员,工作幸福感总平均分(143.73±22.47)分,外源性满意度维度、内源性满意度维度,情感维度3个维度中,情感维度均分最高。调查显示中级以上职称的护理人员得分明显高于低级职称的护理人员;10年以上护士得分明显高于其他低年制的护理人员,其中3~5年护士的得分最低;一级医院护士的幸福感得分明显高于二、三级医院,差异具有统计学意义(P<0.05)。结论:吴江区护士的工作幸福感还有待提高,管理者应积极关注3~10年的护理人员,加强人性化管理,注重如何减轻护士的工作负荷,鼓励护士规划职业生涯,增强其职业认同感,发挥潜在力量,从而增加护士工作幸福感,减少其离职倾向,有益于护士人才队伍的稳定以及健康发展。

Objective ：To research the current situation and characteristics of well - being of nursing personnel in Wujiang district, and analyze the influencing factors. Methods： Through questionnaire survey, 1,045 nursing personnel were extracted from hospitals at different levels of Wujiang district and taken as objects of research, and they were investigated and analyzed in the form of ＂investigation on subjective well - being of clinical nurses＂. Results ： The 1, 045 nurses had a total average score in well -being（ 143.73 ± 22.47 ）, and the affective dimension had the highest average score in three dimensions, including exogenous satisfaction dimension, endogenous satisfaction dimension, and affective dimension. The investigation showed that, the nurses above intermediate title had their scores significantly higher than those with a junior title;the nurses working for over 10 years had their scores significantly higher than those working for less than 10 years, in which, the nurses working for 3 - 5 years had the lowest scores ; the nurses from first - level hospitals had their scores significantly higher than those from the second and third - level hospitals. The difference was of statistical significance （ P 〈 0.05 ）. Conclusion ： the well - being of nurses from Wujiang district still needed improvement, and the management personnel should actively concern the nurses working for 3 - 10 years, strengthen the human - oriented management, pay attention to how to reduce the workload of nurses, encourage the nurses to plan their careers, enhance their professional identity, develop their potential forces, so as to improve the well - being of nurses and reduce their turnover intention, which would be helpful to promote the stability and sound development of nurse team.