外部侵犯与侵犯归因对护士离职倾向的影响:愤世嫉俗的中介作用

Influence of External Aggression and Its Attribution on Nurses’ Turnover Intention: Using Cynicism as a Mediator

随着医院护士流失问题的加剧,揭示护士离职倾向的影响因素已经成为一个研究热点。基于资源保存理论,探讨护士遭受的外部侵犯及归因方式对离职倾向的影响机制。通过对某医院一线护士的问卷调查,得到实证分析结果:(1)外部侵犯、医院归因对护士的愤世嫉俗与离职倾向均具有显著正向影响;(2)愤世嫉俗在外部侵犯与离职倾向之间起到显著的中介效应;(3)愤世嫉俗在医院归因与离职倾向之间起到显著的中介效应;(4)病人归因会增强外部侵犯对愤世嫉俗的正向影响作用。基于以上研究结论,医院一方面应加强对护士的心理疏导,缓解护士因遭受外部侵犯而产生的消极工作心理;另一方面应积极营造外部侵犯预防氛围,并加强医院内部管理,改善医患关系,有效预防外部侵犯事件的发生。

With intensification of the loss of nurses in hospitals, it has become a research hotspot to reveal influencing factors of nurses’ turnover intentions. Based on the theory of resource conservation, this study explores mechanisms by which external aggression and its attributions of nurses affect the turnover intention. Through the questionnaire survey of first-line nurses in a hospital, empirical results shows the following:(1) External aggression and hospital attribution have a positive impact on cynicism and turnover intention.(2) Cynicism fully mediates the relationship between external aggression and turnover intention.(3) Cynicism plays a significant mediating role between hospital attribution and turnover intention.(4) Patient attribution will enhance the positive influence of external aggression on cynicism. Based on the above conclusions, on the one hand, hospitals should strengthen the psychological counseling of nurses to alleviate the negative work psychology caused by external aggression, on the other hand, actively create an atmosphere of external aggression prevention, strengthen the internal management of hospitals, and improve the relationship between doctors and patients to avoid the occurrence of external aggression.