CAJ | 학술논문

目的：了解上海市各级医院护士长服务型领导行为的整体水平，为护士长优化管理工作提供理论依据。方法2012年2-3月，利用分层抽样与整群抽样相结合的方法，分别选择一级、二级、三级医院各两家，共计6家医院的2000名护士作为正式调查对象。采用护士长服务型领导行为量表调查各级医院护士长服务型领导行为的整体水平。采用SPSS 19．0统计学软件对数据进行处理，护士长服务型领导行为量表得分情况运用描述性分析，不同群体间的护士长领导行为感知情况运用单因素方差分析检验方法或两独立样本t检验进行比较分析，两两比较用LSD-t检验方法。 P＜0．05表示差异有统计学意义。结果共发放问卷2000份，收回有效问卷1511份，有效回收率为75．6％。上海市各级医院护士长服务型领导行为平均得分为（84．54±17．98）分，高于量表的中间值（60分）；其中护士对平易近人维度认可度最高，而授权维度认可度最低。一级、二级、三级医院护士长领导行为得分分别为（91．62±9．40），（90．53±11．49），（80．53±17．98）分，差异有统计学意义（F＝61．88，P＜0．01）；不同年龄、学历、职称、性别的护士对护士长服务型领导行为的感知差异有统计学意义（P＜0．05）；不同工作年限及婚姻状况的护士对护士长服务型领导行为的感知差异无统计学意义（P＞0．05）。结论上海市各级医院护士长服务型领导行为较佳，但仍有提升空间，尤其是三级医院护士长服务型领导行为有待提升。同时，评估护士长服务型领导行为水平时，应考虑护士个体化因素并加以控制，防止因护士个体因素产生的感知差异影响整个研究结果的准确性。
목적：료해상해시각급의원호사장복무형령도행위적정체수평，위호사장우화관리공작제공이론의거。방법2012년2-3월，이용분층추양여정군추양상결합적방법，분별선택일급、이급、삼급의원각량가，공계6가의원적2000명호사작위정식조사대상。채용호사장복무형령도행위량표조사각급의원호사장복무형령도행위적정체수평。채용SPSS 19．0통계학연건대수거진행처리，호사장복무형령도행위량표득분정황운용묘술성분석，불동군체간적호사장령도행위감지정황운용단인소방차분석검험방법혹량독립양본t검험진행비교분석，량량비교용LSD-t검험방법。 P＜0．05표시차이유통계학의의。결과공발방문권2000빈，수회유효문권1511빈，유효회수솔위75．6％。상해시각급의원호사장복무형령도행위평균득분위（84．54±17．98）분，고우량표적중간치（60분）；기중호사대평역근인유도인가도최고，이수권유도인가도최저。일급、이급、삼급의원호사장령도행위득분분별위（91．62±9．40），（90．53±11．49），（80．53±17．98）분，차이유통계학의의（F＝61．88，P＜0．01）；불동년령、학력、직칭、성별적호사대호사장복무형령도행위적감지차이유통계학의의（P＜0．05）；불동공작년한급혼인상황적호사대호사장복무형령도행위적감지차이무통계학의의（P＞0．05）。결론상해시각급의원호사장복무형령도행위교가，단잉유제승공간，우기시삼급의원호사장복무형령도행위유대제승。동시，평고호사장복무형령도행위수평시，응고필호사개체화인소병가이공제，방지인호사개체인소산생적감지차이영향정개연구결과적준학성。
Objective To understand the whole level of head nurses ’ servant leadership behavior in Shanghai hospitals , so as to provide theoretical basis for optimal management .Methods A total of 2 000 nurses were chosen from two first-level hospitals , two second-level hospitals and two third-level hospitals from February to March 2012 , by the methods combined with step sampling and cluster sampling .Scale for head nurses ’ servant leadership behavior was used to investigate the whole level .SPSS 19.0 was used to analyze the data , descriptive analysis was used to analyze the scores , one-way anova or t test was used to compare perception of leadership behavior between different clusters , and LSD-t was used for pairwise comparison .P<0.05 indicated statistical significance .Results A total of 2 000 questionnaires were handed out and 1 511 effective questionnaires were recovered ,with the rate of 75 .6%.The average score of head nurses ’ servant leadership behavior in Shanghai hospitals was (84.54 ±17.98), which was higher than the median of the scale which was 60.The recognition degree about easy-going was the highest while the recognition degree about authorization was the lowest.The scores of head nurses from first-level hospitals, second-level hospitals and third-level hospitals were(91.62 ±9.40),(90.53 ±11.49),(80.53 ±17.98), respectively, and the difference was statistically significant (F=61.88,P <0.01).There was statistically significant difference in perception toward head nurses’ servant leadership behavior from nurses of different ages , degrees, titles and genders (P<0.05).And there was no statistically significant difference in perception toward head nurses ’ servant leadership behavior from nurses of different working years and marriage status (P >0.05).Conclusions The level of head nurses’ servant leadership behavior in Shanghai hospitals is comparatively good , but there is still room for improvement , especially for head nurses in third-level hospitals .Evaluation of head nurses ’ servant leadership behavior should consider and control the initialization of nurses , in order to prevent differences of perception from affecting the accuracy .