急诊科护士情绪劳动现状及其对工作投入的影响

Current situation of emotion labor of emergency nurses and its influence on job engagement

目的:调查急诊科护士情绪劳动现状,分析急诊科护士情绪劳动对工作投入的影响。方法:采用便利抽样法,2018年5—8月,选取6所北京市三级综合医院448名急诊科护士为研究对象。采用一般资料调查表、护士情绪劳动量表(Emotional Labor Scale,ELS)、工作投入量表(Utrecht Work Engagement Scale,UWES)对其进行调查。采用SPSS 22.0统计软件进行数据录入与分析,采用t检验、方差分析、Pearson相关分析进行单因素分析,采用多因素分层回归分析进行影响因素分析。结果:448名急诊科护士ELS总均分为(3.94±0.75)分,UWES总均分为(3.43±0.69)分。不同性别、职务的急诊科护士工作投入量表得分差异有统计学意义(t值分别为-2.048、-4.553;P<0.05)。Pearson相关分析显示,急诊科护士ELS中的表层扮演、情绪表达要求维度与UWES的各维度呈负相关(r值为-0.108^-0.330,P<0.05),ELS中的深层表达维度与UWES的各维度呈正相关(r值为0.220~0.256,P<0.01)。分层回归分析显示,深层表达对工作投入有正向预测作用,表层扮演对工作投入有负向预测作用,两者共解释工作投入总变异的17.9%。结论:三级综合医院急诊科护士情绪劳动处于中等水平,护理管理者需重视护士情绪劳动状况,通过改善情绪劳动状态,可提升护士工作投入水平,改善护理服务质量。

Objective To explore the current situation of emotion labor among emergency nurses and to analyze its influence on job engagement.Methods From May to August 2018,this study selected 448 emergency nurses from 6 ClassⅢgeneral hospitals in Beijing as subjects by convenience sampling.All nurses were investigated with the General Information Scale,Emotional Labor Scale(ELS)and Utrecht Work Engagement Scale(UWES).SPSS 22.0 was used to data entry and analysis.T test,variance analysis,Pearson correlation was used to single factor analysis,and multiple hierarchical regression was used to influencing factor analysis.Results Among 448 emergency nurses,the total average scores of ELS and UWES were(3.94±0.75)and(3.43±0.69)respectively.There were statistical differences in the scores of UWES among emergency nurses with different genders and posts(t=-2.048,-4.553;P<0.05).Pearson correlation analysis showed that surface acting and expression of emotions in ELS had negative correlations with dimensions in UWES among nurses with statistical differences(r=-0.108--0.330,P<0.05);deep acting in ELS had positive correlations with dimensions in UWES with statistical differences(r=0.220-0.256,P<0.01).Hierarchical regression analysis showed that deep acting positively predicted job engagement,and surface acting negatively predicted job engagement which explained 17.9%of the variance of job engagement.Conclusions Emergency nurses of ClassⅢgeneral hospitals have middle level of emotion labor and upper middle level of job engagement.Nursing managers should pay more attention to emotion labor of nurses and improve the job engagement by emotion labor so as to improve the nursing service quality.