CAJ | 학술논문

[目的]调查低年资护士组织承诺、工作满意度和结构性授权水平，并对三者之间的关系进行分析。[方法]采用工作满意度量表、工作效能条件量表(CWEQ Ⅱ)、中国职工组织承诺量表对我市3所三级医院726名低年资护士进行凋查。[结果]结构性授权总分为(43.26±11.62)分，工作满意度总均分为(2.95±0.78)分，未达到满意水平；组织承诺总均分为(2.88±0.63)分，处于较高水平；工作满意度、结构性授权均可直接正向对组织承诺进行预测；结构性授权还可间接正向预测组织承诺。[结论]护理管理者应积极为低年资护士创造有利于结构性授权的正性工作环境，提高护士的工作满意度和组织承诺水平。
[목적]조사저년자호사조직승낙、공작만의도화결구성수권수평，병대삼자지간적관계진행분석。[방법]채용공작만의도량표、공작효능조건량표(CWEQ Ⅱ)、중국직공조직승낙량표대아시3소삼급의원726명저년자호사진행조사。[결과]결구성수권총분위(43.26±11.62)분，공작만의도총균분위(2.95±0.78)분，미체도만의수평；조직승낙총균분위(2.88±0.63)분，처우교고수평；공작만의도、결구성수권균가직접정향대조직승낙진행예측；결구성수권환가간접정향예측조직승낙。[결론]호리관리자응적겁위저년자호사창조유리우결구성수권적정성공작배경，제고호사적공작만의도화조직승낙수평。
Objective:To investigate the level of structural empowerment,job satisfaction and organizational commitment of junior nurses,and to analyze the relationships among them.Methods:The job satisfaction ques-tionnaire,work efficiency condition questionnaire (CWEQ Ⅱ),employee organizational commitment question-naire in China were used to investigate 762 junior nurses in 3 three grade hospitals in our city.Results:The total score of structural empowerment was(43.26±11.62);the total average score of job satisfaction was(2.95±0.78), which did not reach satisfactory level;the total average score of organizational commitment was(2.88±0.63), which was at a high level.The j ob satisfaction and structural empowerment could positively predict the organi-zational commitment directly.Structural empowerment still can indirectly predict organizational commitment positively.Conclusion:Nursing managers should actively create the positive work environment which is profit to structural empowerment for the j unior nurses and enhance nurses’j ob satisfaction and the level of organizational commitment.