职业督导对护士离职意愿的干预研究

Research on the intervention of occupational supervision to nurses' turnover intention

目的:调查护士的人格因素及离职意愿,探讨职业督导对高离职意愿护士离职意愿的影响。方法:选择320名护士纳入本次研究,采用卡特尔16种人格因素问卷量表(以下简称16PF量表)和离职意愿量表对在职护士进行人格个性及离职意愿调查,并对16PF调查结果与离职意愿量表结果进行Logistic回归分析,将其中高离职意愿护士随机分非督导组(I组,86例)和督导组(II组,87例)。进行职业督导研究,18个月后再次评估离职意愿,比较两组护士离职意愿的变化。结果:16PF量表调查显示,得分较高的个性因素是聪慧性(B)、恃强性(E)和敏感性(I),而得分较低的个性因素有恒性(G)、幻想性(M)和世故性(N)。离职意愿量表统计显示,320名护士有173位护士量表评分>12分,属高离职意愿者。Logistic回归分析表明:敏感性(I)、怀疑性(L)、幻想性(M)、世故性(N)、忧虑性(O)、实验性(Q 1)和独立性(Q2)等7项人格因素为高离职意愿的独立因素。对高离职意愿进行职业督导18个月后再次测量两组离职意愿,II组相较于I组评分显著下降,有统计学差异(t=11.1434,P=0.0000)。结论:敏感性、怀疑性、幻想性等人格因素的护士容易出现高离职意愿,通过职业督导,可以降低护士的离职意愿,提高对职业的认同感,稳定护理队伍。

Objectives: To investigate the personality factors and turnover intention of nurses, and to explore the influence of occupational supervision on turnover intention of high turnover intention nurse. Methods: 320 nurses were selected into the study, the personality and turnover intention of the nurses were investigated by the 16 personality questionnaire(16PF) and turnover intention questionnaire. Logistic regression analysis was carried out on the results of 16 PF survey and turnover intention. High turnover intention of nurses were studied in the further work of the professional supervision with randomized controlled trials, which were set up non career supervision group(Group I, 86 cases) and career supervision group(Group II, 87 cases). The turnover intention of the two groups was evaluated and compared after 18 months. Results 16 PF survey, in those who score high in personality factors were intelligence(B), dominance(E) and sensitivity(I), while in those who score low the personality factors were constancy(G), fantasy(M) and sophisticated(N). turnover intention were investigated in320 nurse, there were 173 nurses the score was higher than 12, belong to high turnover intention. Logistic regression analysis showed that,(I) sensitivity, suspicion(L), fantasy(M), suave(N), anxiety(O) and experimental(Q 1) and independence(Q2) seven personality factors as the independent factors of the high turnover intention. 173 high turnover intention nurse to further the professional supervision test results showed that 18 months after the measurement of each turnover intention, there was statistically significant dif erence(t=11.1434, P=0.0000). Conclusion Factors such as sensitivity, suspicion fantasy and other personality of nurses prone to high turnover intention, the turnover intention of nurses can be reduced through the occupational supervision, suggesting a sense of professional identity, stable nurse team.