南昌市某综合三甲医院护士逆商、工作满意度及离职意向的调查及三者的相关性

Investigation on nurses′ adversity quotient, job satisfaction and turnover intention in a comprehensive top three hospital in Nanchang city and their correlation

目的探究南昌市某综合三甲甲等医院护士逆商、工作满意度及离职意向的现状,并分析三者之间的相关性,以期为医院护理管理采取有效措施促进护理人员身心健康、提升护理质量等方面提供参考依据。方法采用便利抽样法选取2018年5~6月南昌市某综合三级甲等医院符合标准的120名护士作为研究对象,对其进行逆商水平、工作满意度及离职意向的问卷调查,分析三者之间的相关性。结果护士的逆商总均分为(145.07±14.63)分,工作满意度总均分为(86.64±5.84)分,离职意向总均分为(7.92±2.77)分。不同年龄、职称、学历、工作年限、现任科室、用工性质、工作收入、婚姻状况情况下的逆商评分比较,差异无统计学意义(P>0.05);不同年龄、职称、婚姻状况情况下的工作满意度评分比较,差异有统计学意义(P<0.05);已婚护士的离职意向评分低于未婚者,差异有统计学意义(P<0.05)。经Pearson相关分析显示,护士的逆商水平与工作满意度成正相关(r=0.690,P=0.026),与离职意向成负相关(r=-0.710,P=0.013),工作满意度与离职意向成负相关(r=-0.750,P=0.011)。结论该三甲医院护士逆商指数处于较高水平,工作满意度和离职意向处于中等水平,三者之间可以相互影响,医院在管理中应提升护士逆商,改善护理人员工作满意度,降低离职意向。

Objective To investigate the status quo of nurses′ adversity quotient, job satisfaction and turnover intention in a comprehensive top three hospital in Nanchang city, and analyze the correlation among the three, so as to provide reference for the hospital nursing management to take effective measures to promote the physical and mental health of nursing staff and improve the quality of nursing. Methods A convenient sampling method was used to select 120 nurses who met the criteria in a comprehensive top three hospital in Nanchang city from May to June 2018 as the research objects. A questionnaire survey was conducted on the level of adversity quotient, job satisfaction and turnover intention and the correlation among the three was analyzed. Results The total average score of nurses′ adversity quotient was (145.07±14.63) points, the total average score of job satisfaction was (86.64±5.84) points, and the total average score of turnover intention was (7.92±2.77) points. There were no significant differences in the adversity quotient scores under different ages, titles, academic qualifications, years of work, current department, employment nature, work income, and marital status (P>0.05). The job satisfaction scores under different ages, titles, and marital status were statistically significant (P<0.05). The score of turnover intention in married nurses was lower than that in unmarried nurses, and the difference was statistically significant (P<0.05). According to Pearson correlation analysis, the nurses′ adversity quotient level was positively correlated with job satisfaction (r=0.690, P=0.026), which was negatively correlated with turnover intention (r=-0.710, P=0.013), and job satisfaction was negatively correlated with turnover intention (r=-0.750, P=0.011). Conclusion The nurses′ adversity quotient index of nurses in the top three hospital is at a high level, the job satisfaction and turnover intention are at a medium level, and the three can influence each other. The hospital should upgrade the nurses′ adversity quotient, improve the job satisfaction of the nursing staff and reduce the turnover intention.