基于双因素理论管理模式对护士职业倦怠的影响

Influence of management model based on the two-factor theory on nurse job burnout

目的探讨基于双因素理论管理模式在江西省赣州市立医院护士中的应用效果。方法选取2019年8月至2020年8月江西省赣州市立医院实施采取常规管理期间从事护理工作的46名护士作为对照组,另选取2020年9月至2021年9月江西省赣州市立医院基于双因素理论管理模式期间从事护理工作的46名护士作为观察组。比较两组的职业倦怠、职业认同感和工作满意度。结果两组干预前职业倦怠量表中的情感耗竭、去人格化及低个人成就感评分及总分比较,差异无统计学意义(P>0.05);观察组干预1个月后职业倦怠量表中的情感耗竭评分为(23.34±2.30)分,去人格化评分为(6.42±1.21)分,低个人成就感评分为(25.98±2.52)分,总分为(54.17±4.63)分,均低于对照组的(28.94±2.35)、(8.75±1.23)、(30.29±2.56)、(66.76±4.98)分,差异有统计学意义(P<0.05)。两组干预前职业认同感中的职业认同、职业目标、职业态度、职业价值观、职业自我概念维度评分及总分比较,差异无统计学意义(P>0.05);观察组干预1个月后职业认同感中职业认同评分为(16.15±1.14)分,职业目标评分为(16.23±1.18)分,职业态度评分为(16.57±1.15)分,职业价值观评分为(16.59±1.17)分,职业自我概念评分为(16.06±1.10)分,总分为(80.53±3.21)分,均高于对照组的(13.56±1.13)、(13.59±1.16)、(13.24±1.05)、(13.26±1.08)、(13.28±1.12)、(65.89±3.17)分,差异有统计学意义(P<0.05)。观察组工作满意度中的工作环境评分为(18.48±2.15)分,薪金分配评分为(17.98±1.20)分,人际关系评分为(18.83±1.14)分,职业防护评分为(18.87±1.19)分,总分为(72.24±3.40)分,均高于对照组的(14.46±2.13)、(15.53±1.16)、(15.59±1.10)、(15.62±1.13)、(60.67±3.36)分,差异有统计学意义(P<0.05)。结论基于双因素理论管理模式能够降低护士的职业倦怠感,提升其对职业认同感,从而提升工作满意度,值得推广应用。

Objective To explore the application effect of management model based on the two-factor theory in nurses of Ganzhou Municipal Hospital in Jiangxi Province.Methods A total of 46 nurses engaged in nursing work during the implementation of routine management in Ganzhou Municipal Hospital of Jiangxi Province from August 2019 to August 2020 were selected as the control group.Another 46 nurses engaged in nursing work in Ganzhou Municipal Hospital of Jiangxi Province from September 2020 to September 2021 during the implementation of management model based on the two-factor theory were selected as the observation group.Job burnout,job identity and job satisfaction were compared between the two groups.Results There were no significant differences between the two groups in the scores of emotional exhaustion,depersonalization and low personal accomplishment and the total score in the job burnout scale before intervention(P>0.05).After 1 month of intervention,the emotional exhaustion score of the job burnout scale in the observation group was(23.34±2.30)points,the depersonalization score was(6.42±1.21)points,the low personal accomplishment score was(25.98±2.52)points,and the total score was(54.17±4.63)points,they were lower than those in the control group([28.94±2.35],[8.75±1.23],[30.29±2.56]and[66.76±4.98]points),and the differences were statistically significant(P<0.05).There were no statistically significant differences in the scores of occupational identity,occupational goals,occupational attitudes,occupational values,and occupational self-concept dimensions and the total scores of the sense of professional identity between the two groups before intervention(P>0.05).After 1 month of intervention,the occupational identity score of the sense of professional identity in the observation group was(16.15±1.14)points,the occupational goal score was(16.23±1.18)points,the occupational attitude score was(16.57±1.15)points,the occupational values score was(16.59±1.17)points,the occupational self-concept score was(16.06±1.10)points,and the total score was(80.53±3.21)points,which were higher than those in the control group([13.56±1.13],[13.59±1.16],[13.24±1.05],[13.26±1.08],[13.28±1.12],[65.89±3.17]points),with statistically significant differences(P<0.05).The work environment score of degree of the job satisfaction in the observation group was(18.48±2.15)points,salary distribution score was(17.98±1.20)points,interpersonal relationship score was(18.83±1.14)points,occupational protection score was(18.87±1.19)points,and the total score was(72.24±3.40)points,which were higher than those in the control group([14.46±2.13],[15.53±1.16],[15.59±1.10],[15.62±1.13],[60.67±3.36]points),with statistically significant differences(P<0.05).Conclusion The management model based on the two-factor theory can reduce the sense of job burnout of nurses,improve their sense of professional identity,so as to improve job satisfaction,which is worth popularizing and application.