某民营医院护士职业认同、心理授权与离职意愿的相关性调查

Association between professional identity, psychological empowerment and turnover intention of nurses in a private hospital

目的了解某民营医院护士的职业认同、心理授权和离职意愿及其相关性。方法选取某医院413名护士,采用职业认同量表、心理授权量表和离职意愿量表进行匿名问卷调查。结果护士职业认同评分为(98.32±15.87)分,心理授权评分为(37.56±5.16)分,护士离职意愿得分为(15.23±3.57)分。年龄越大,每周夜班数越多的护士其职业认同越低(P<0.05)。工龄、学历、年收入和职称越高,职业认同越高(P<0.05)。年龄越大,工龄、学历、年收入和职称越高的护士,心理授权越高(P<0.05)。年龄越大,年收入越高,护士的离职意愿越低(P<0.05)。未婚护士具有较高的职业认同和较低的心理授权和离职意愿(P<0.05)。5~10 a工龄和"护师"职称的护士具有较高的离职意愿(P<0.05)。护士的职业认同、心理授权评分与离职意愿呈显著的负相关性(P<0.05)。结论民营医院管理者需加强护士的职业认同水平,提升心理授权水平,从而降低护士离职率。

Objective To investigate the association between professional identity, psychological empowerment and turnover intention of nurses in a private hospital. Methods 413 nurses in a private hospital were surveyed by anonymous questionnaires, including occupational identity scale, psychological empowerment scale and turnover intention scale. Results The score of nurses＇ professional identity was（98.32±15.87）, the psychological empowerment score was（37.56±5.16）,and the nurses＇ turnover intention score was（15.23±3.57）. The older and the more night shifts, the lower score of nurses＇ professional identity（P〈0.05）. Nurses with longer work years, higher educational background, annual income and professional title had higher scores of professional identity（P〈0.05）. Nurses with older age, longer work age and higher education, annual income and professional title had higher psychological empowerment（P〈0.05）. Nurses with older age and higher annual income had the lower the turnover intention（P〈0.05）. The unmarried nurses had higher occupational identification and lower psychological empowerment and turnover intention（P〈0.05）. Nurses with work years between 5 to 10 and ‘primary nurse＇title have higher turnover intention（P〈0.05）. There was a significant negative association between nurses＇ professional identity,psychological empowerment score and turnover intention（P〈0.05）. Conclusions Private hospital managers need to enhance their professional identity and psychological empowerment to reduce the turnover rate of nurses.