中国护理管理
中國護理管理
중국호리관리
CHINESE NURSING MANAGEMENT
2014年
5期
469-471
,共3页
组织承诺%职业认同%护士%影响因素
組織承諾%職業認同%護士%影響因素
조직승낙%직업인동%호사%영향인소
organizational commitment%occupation identity%nurse%inlfuencing factors
目的：探讨组织承诺对护士职业认同感的影响。方法：采用中国职工组织承诺量表和护士职业认同评价量表对203名护士进行问卷调查，采用Pearson相关分析法和分层回归分析法探讨组织承诺对护士职业认同感的影响。结果：①护士组织承诺和职业认同总均分分别为(2.15±0.44)分和（3.47±0.83)分；②Pearson相关分析显示，组织承诺各维度得分与职业认知评价、职业社交技巧、职业挫折应对、职业社会支持呈显著正相关（P<0.05）；③分层回归分析显示，组织承诺各维度可联合解释护士职业认同28.3％的变异。结论：护士组织承诺和职业认同水平不高，组织承诺是其职业认同的重要影响因素。
目的：探討組織承諾對護士職業認同感的影響。方法：採用中國職工組織承諾量錶和護士職業認同評價量錶對203名護士進行問捲調查，採用Pearson相關分析法和分層迴歸分析法探討組織承諾對護士職業認同感的影響。結果：①護士組織承諾和職業認同總均分分彆為(2.15±0.44)分和（3.47±0.83)分；②Pearson相關分析顯示，組織承諾各維度得分與職業認知評價、職業社交技巧、職業挫摺應對、職業社會支持呈顯著正相關（P<0.05）；③分層迴歸分析顯示，組織承諾各維度可聯閤解釋護士職業認同28.3％的變異。結論：護士組織承諾和職業認同水平不高，組織承諾是其職業認同的重要影響因素。
목적：탐토조직승낙대호사직업인동감적영향。방법：채용중국직공조직승낙량표화호사직업인동평개량표대203명호사진행문권조사，채용Pearson상관분석법화분층회귀분석법탐토조직승낙대호사직업인동감적영향。결과：①호사조직승낙화직업인동총균분분별위(2.15±0.44)분화（3.47±0.83)분；②Pearson상관분석현시，조직승낙각유도득분여직업인지평개、직업사교기교、직업좌절응대、직업사회지지정현저정상관（P<0.05）；③분층회귀분석현시，조직승낙각유도가연합해석호사직업인동28.3％적변이。결론：호사조직승낙화직업인동수평불고，조직승낙시기직업인동적중요영향인소。
Objective:To explore the effect of organizational commitment on nurses' occupation identity. Methods:Totally 203 nurses were recruited and investigated by the Chinese Employees' Organizational Commitment Scale and the Nurse Occupation Approval Rating Scale. Pearson correlation analysis and hierarchical regression analysis were used to analyze the data. Results:①The mean scores of organizational commitment and nurses' occupation identity were (2.15±0.44) and (3.47±0.83), respectively; ② Pearson correlation analysis showed that each dimension of organizational commitment was significantly correlated to occupation cognition and evaluation, occupation social skills, occupation frustration coping, and occupation social support (P<0.05); ③ Hierarchical regression analysis showed that all the dimensions of organizational commitment could explain 28.3%of the variance of nurses' occupation identity. Conclusions:The levels of organizational commitment and nurses' occupation identity were not high. The organizational commitment was an important inlfuencing factor of occupation identity.
