CAJ | 학술논문

目的：探讨护士精神薪酬满意度对其创新行为的影响，为提高护士创新水平提供新的思路。方法采用中文版护士精神薪酬满意度问卷和创新行为量表对488名护士进行问卷调查，探讨护士精神薪酬满意度对其创新行为的影响，采用Pearson相关分析法和分层回归分析法进行分析。结果护士创新行为评分为（4．39±0．72）分，处于中等水平；来自护士长的精神薪酬满意度为（14．21±2．06）分，来自医生的精神薪酬满意度为（12．96±1．89）分，差异有统计学意义（t＝9．877，P＜0．01）。 Pearson相关分析显示，创新行为与来自护士长和来自医生的精神薪酬满意度均呈正相关（ r值分别为0．423，0．391；P＜0．05）；分层回归分析显示，年龄、职称、聘用方式和精神薪酬满意度为创新行为的预测因素。结论护士创新行为不高，提高护士的精神薪酬满意度有利于改善其创新行为，护理管理者可从提高护士精神薪酬满意度角度提高其创新水平。
목적：탐토호사정신신수만의도대기창신행위적영향，위제고호사창신수평제공신적사로。방법채용중문판호사정신신수만의도문권화창신행위량표대488명호사진행문권조사，탐토호사정신신수만의도대기창신행위적영향，채용Pearson상관분석법화분층회귀분석법진행분석。결과호사창신행위평분위（4．39±0．72）분，처우중등수평；래자호사장적정신신수만의도위（14．21±2．06）분，래자의생적정신신수만의도위（12．96±1．89）분，차이유통계학의의（t＝9．877，P＜0．01）。 Pearson상관분석현시，창신행위여래자호사장화래자의생적정신신수만의도균정정상관（ r치분별위0．423，0．391；P＜0．05）；분층회귀분석현시，년령、직칭、빙용방식화정신신수만의도위창신행위적예측인소。결론호사창신행위불고，제고호사적정신신수만의도유리우개선기창신행위，호리관리자가종제고호사정신신수만의도각도제고기창신수평。
Objective To explore the psychological reward satisfaction on behavior of innovation , and provide new idea for nurses′innovation .Methods A total of 488 nurses had been questionnaired by Chinese version of psychological reward satisfaction scale , and we discussed the psychological reward satisfaction impacting on innovative behavior by Pearson analysis and hierarchical regression analysis method .Results The score of innovative behavior was (4.39 ±0.72), while the psychological reward satisfaction from nurse manager (14.21 ±2.06) was significantly higher than that from the doctor (12.96 ±1.89) with statistical difference ( t=9.877,P <0.01).The score of innovative behavior was positively correlated with the psychological reward satisfaction from nurse manager and doctor (r=0.423,0.391, respectively;P<0.05).Hierarchical regression analysis shew that the age , technical titles , employment pattern and the psychological reward satisfaction turned out to be predictors of innovative behavior in nurses .Conclusions Nursing administrators should pay close attention to nurses′psychological reward satisfaction and therefore improve nurses′innovative behavior .