ICU护士职业生涯规划与忠诚度的关系分析

Status survey of career planning and loyalty and their relation analysis in ICU nurses

目的通过调查ICU护士的职业生涯规划和忠诚度现状，探讨职业生涯规划与忠诚度之间的关系，为提高护士忠诚度提供借鉴。方法2016年3-10月采用随机抽样的方法选取太原市3所三甲医院ICU护士160名，采用组织职业生涯规划调查问卷和护士忠诚度调查问卷，通过一对一问卷调查的方式调查其职业生涯规划和忠诚度情况。采用Epidata3．1录入问卷数据，采用SPSS19．0对数据进行统计分析。结果160名ICU护士，职业生涯规划得分男护士为（58．62±16．23）分，低于女护士（83．78±14．0）分；职业生涯规划中，被调查护士对行动计划得分最高，为（O．451±0．037）分，自我认识得分最低，为（0．183±0．021）分；忠诚度中，努力承诺得分最高，为（16．69±2．61）分，留职承诺得分最低，为（13．65±2．91）分；职业生涯规划各条目对忠诚度都呈现正向影响（P〈0．05）。逐步多元线性回归分析结果显示，忠诚度的变化与自我认识、职业目标、行动计划、环境评估、人际关系有线性回归关系，且均为正相关。职业目标对忠诚度的影响最大。结论职业目标对护士忠诚度的影响较大，应建立全院统一的薪酬福利制度，并在科室内部建立护士职业生涯规划和自我认识学习小组；最后社会媒体应该对护士人员给予关注，以此提高护士对医院的归属感，提高护士对职业和自身的认同感，最终达到提高护士忠诚度的目的。

Objective To inuestigate the status of career planning and loyalty among nurses, and analyze correlation between the two, to provide reference for improving nurses＇ loyalty. Methods From March 2016 to October 2016, a total of 160 nurses from three class Ⅲ grade A hospitals in Taiyuan city were selected with method of convenience sampling, an organizational career planning questionnaire and a nurse loyalty questionnaire were used to investigate the nurses＇ condition about organizational career planning and loyalty by questionnaire survey. Questionnaire data were collected by Epidata 3.1 and analyzed by SPSS 19.0. Results The average scores of male nurses in career planning were（58.62± 16.23） points, lower than those of female nurses（83.78 ± 14.0）. In the investigation on career planning, the highest scores went to action plan（0.451±0.037）, while the lowest went to self-awareness（0.183±0.021）. In the investigation on loyalty, the highest scores went to commitment of endeavor（16.69±2.61）, while the lowest went to commitment of retention（13.65±2.91）. Entries in career planning all had positive influence on loyalty（P 〈 0.05）. It was shown in stepwise multiple linear regression result that change in loyalty had a linear regression relation with self-awareness, career goal, action plan, environment evaluation and interpersonal relationship, which were all positive, with the biggest influence on loyalty coming from career goal. Conclusions Career goals have relatively big influence on the nurses＇loyalty. A unified compensation and benefit system should be established in the hospital level. Study groups on career planning and self-awareness of the nurses should be set up in the department level. Social media should pay attention to the nurses, so that their sense of belonging to the hospital can be improved, and their sense of identity toward the career and themselves can be enhanced. In this wav. nurses＇ lovaltv can finally be anaranteed.