目的:了解专科护士的体面劳动感,为专科护士的使用和管理提供参考依据。方法:采用现象学研究方法,按照目的性抽样的原则,选取湖北省3所医院17名专科护士进行半结构式访谈,并应用Colaizzi七步分析法对内容进行分析,归纳、提炼主题。结果...目的:了解专科护士的体面劳动感,为专科护士的使用和管理提供参考依据。方法:采用现象学研究方法,按照目的性抽样的原则,选取湖北省3所医院17名专科护士进行半结构式访谈,并应用Colaizzi七步分析法对内容进行分析,归纳、提炼主题。结果:提炼出专科护士关于体面劳动感的四个主题,包括工作回报(薪酬待遇、能力提升、职业晋升),价值认同(患者认同、社会认可、同事认可)、组织支持(医院支持、文化建设),自我价值实现(工作自主、工作期望、科研创新)。结论:医院管理者应建立健全的专科护士管理体系,制定合理的薪酬及晋升机制,并且给与相应的支持,激发专科护士的工作热情,进而增强其工作投入、主动性、创造性,实现其自身价值,提高体面劳动感,最终实现医院专科护士队伍高质量发展。Objective: To understand the sense of decent work of specialist nurses and provide reference for the use and management of specialist nurses. Methods: According to the principle of purposive sampling, 17 specialized nurses from 3 hospitals in Hubei Province were selected for semi-structured interviews, and the contents were analyzed by Colaizzi seven-step analysis method, and the themes were summarized and refined. Results Four themes of professional nurses’ sense of decent work were extracted, including work reward (salary, ability improvement and career promotion), value recognition (patient recognition, social recognition and colleague recognition), organizational support (hospital support and specialty construction) and self-realization (work autonomy, work expectation and scientific research innovation). Conclusion: Hospital administrators should establish a sound management system for specialized nurses, formulate a reasonable salary and promotion mechanism, and give corresponding support to stimulate the enthusiasm of specialized nurses, so as to enhance their work input, initiative and creativity, realize their own value, improve their sense of decent work, and finally realize the high-quality development of hospital specialized nurses.展开更多
目的:探究高年资护士体面劳动感现状及影响因素。方法:于2023年5月—2024年3月对南昌市3所医院的196名临床高年资护士进行调查,采用体面劳动感知量表(Decent Work Perception Scale,DWPS)对高年资护士体面劳动感展开调查,分析一般资料,...目的:探究高年资护士体面劳动感现状及影响因素。方法:于2023年5月—2024年3月对南昌市3所医院的196名临床高年资护士进行调查,采用体面劳动感知量表(Decent Work Perception Scale,DWPS)对高年资护士体面劳动感展开调查,分析一般资料,应用多元线性回归模型分析体面劳动感影响因素。结果:Pearson相关分析显示,DWPS总分与工作家庭支持(WFSS)、社会支持(WFSS)、职业生涯状况呈正相关(r值分别为0.892,0885,0.955,P<0.05),与工作压力(CNSS)、工作家庭冲突呈负相关(r值分别为-0.950,-0.875,P<0.05)。多元线性回归模型显示:职称、每月夜班次数、WFSS、CNSS、职业生涯状况、工作家庭冲突为高年资护士DWPS的影响因素(P<0.05)。结论:高年资护士体面劳动感处于中低水平,职称、每月夜班次数、社会支持(WFSS)、工作压力(CNSS)、职业生涯状况、工作家庭冲突为高年资护士体面劳动感总分(DWPS)的影响因素,护理管理者应针对其相关影响因素制订针对性措施,以进一步提高高年资护士体面劳动感。展开更多
文摘目的:了解专科护士的体面劳动感,为专科护士的使用和管理提供参考依据。方法:采用现象学研究方法,按照目的性抽样的原则,选取湖北省3所医院17名专科护士进行半结构式访谈,并应用Colaizzi七步分析法对内容进行分析,归纳、提炼主题。结果:提炼出专科护士关于体面劳动感的四个主题,包括工作回报(薪酬待遇、能力提升、职业晋升),价值认同(患者认同、社会认可、同事认可)、组织支持(医院支持、文化建设),自我价值实现(工作自主、工作期望、科研创新)。结论:医院管理者应建立健全的专科护士管理体系,制定合理的薪酬及晋升机制,并且给与相应的支持,激发专科护士的工作热情,进而增强其工作投入、主动性、创造性,实现其自身价值,提高体面劳动感,最终实现医院专科护士队伍高质量发展。Objective: To understand the sense of decent work of specialist nurses and provide reference for the use and management of specialist nurses. Methods: According to the principle of purposive sampling, 17 specialized nurses from 3 hospitals in Hubei Province were selected for semi-structured interviews, and the contents were analyzed by Colaizzi seven-step analysis method, and the themes were summarized and refined. Results Four themes of professional nurses’ sense of decent work were extracted, including work reward (salary, ability improvement and career promotion), value recognition (patient recognition, social recognition and colleague recognition), organizational support (hospital support and specialty construction) and self-realization (work autonomy, work expectation and scientific research innovation). Conclusion: Hospital administrators should establish a sound management system for specialized nurses, formulate a reasonable salary and promotion mechanism, and give corresponding support to stimulate the enthusiasm of specialized nurses, so as to enhance their work input, initiative and creativity, realize their own value, improve their sense of decent work, and finally realize the high-quality development of hospital specialized nurses.
文摘目的:探究高年资护士体面劳动感现状及影响因素。方法:于2023年5月—2024年3月对南昌市3所医院的196名临床高年资护士进行调查,采用体面劳动感知量表(Decent Work Perception Scale,DWPS)对高年资护士体面劳动感展开调查,分析一般资料,应用多元线性回归模型分析体面劳动感影响因素。结果:Pearson相关分析显示,DWPS总分与工作家庭支持(WFSS)、社会支持(WFSS)、职业生涯状况呈正相关(r值分别为0.892,0885,0.955,P<0.05),与工作压力(CNSS)、工作家庭冲突呈负相关(r值分别为-0.950,-0.875,P<0.05)。多元线性回归模型显示:职称、每月夜班次数、WFSS、CNSS、职业生涯状况、工作家庭冲突为高年资护士DWPS的影响因素(P<0.05)。结论:高年资护士体面劳动感处于中低水平,职称、每月夜班次数、社会支持(WFSS)、工作压力(CNSS)、职业生涯状况、工作家庭冲突为高年资护士体面劳动感总分(DWPS)的影响因素,护理管理者应针对其相关影响因素制订针对性措施,以进一步提高高年资护士体面劳动感。
