山西职工医学院学报
山西職工醫學院學報
산서직공의학원학보
JOURNAL OF SHANXI MEDICAL COLLEGE FOR CONTINUING EDUCATION
2014年
5期
34-37
,共4页
工作满意度%护士%基层医院%广州萝岗区
工作滿意度%護士%基層醫院%廣州蘿崗區
공작만의도%호사%기층의원%엄주라강구
job satisfaction%nurses%primary%hospitals%Luogang District in Guangzhou
目的：探讨基层医院护士工作满意度和工作压力现状的影响因素及二者的相关性。方法：本研究整群抽取萝岗区公立医院和非公立医院6家共406名护士，采用一般资料问卷、明尼苏达满意度问卷和护士工作压力源量表进行调查。结果：40岁以上和护龄10年以上的整体工作满意度分值最高，护龄6~10年的护士最低，差异有统计学意义（ P<0.05）。工作压力方面：护龄6~10年的护士最高，护龄5年以下护士压力最低，差异有统计学意义（ P<0.05）。护师工作压力最大（ P<0.05），护士和主管护师相当。不同职称护士的工作满意度无统计学差异（ P>0.05）。护士对工作环境满意程度：护龄在10年以上的护士评分最高，护龄6~10年的护士对工作环境评分最低，差异有统计学意义（ P<0.05）；年龄在40岁以上的护士对工作环境评分最高，年龄25~29岁护士评分最低，其他3个年龄段满意度居中。合同护士工作满意度低，与正式编制护士比较具统计学差异（ P<0.05）；结论：护理管理者需对满意度较低的项目进行护理制度调整，提高临床护士对工作的满意度，从而留住护理人才，提高护理质量。
目的：探討基層醫院護士工作滿意度和工作壓力現狀的影響因素及二者的相關性。方法：本研究整群抽取蘿崗區公立醫院和非公立醫院6傢共406名護士，採用一般資料問捲、明尼囌達滿意度問捲和護士工作壓力源量錶進行調查。結果：40歲以上和護齡10年以上的整體工作滿意度分值最高，護齡6~10年的護士最低，差異有統計學意義（ P<0.05）。工作壓力方麵：護齡6~10年的護士最高，護齡5年以下護士壓力最低，差異有統計學意義（ P<0.05）。護師工作壓力最大（ P<0.05），護士和主管護師相噹。不同職稱護士的工作滿意度無統計學差異（ P>0.05）。護士對工作環境滿意程度：護齡在10年以上的護士評分最高，護齡6~10年的護士對工作環境評分最低，差異有統計學意義（ P<0.05）；年齡在40歲以上的護士對工作環境評分最高，年齡25~29歲護士評分最低，其他3箇年齡段滿意度居中。閤同護士工作滿意度低，與正式編製護士比較具統計學差異（ P<0.05）；結論：護理管理者需對滿意度較低的項目進行護理製度調整，提高臨床護士對工作的滿意度，從而留住護理人纔，提高護理質量。
목적：탐토기층의원호사공작만의도화공작압력현상적영향인소급이자적상관성。방법：본연구정군추취라강구공립의원화비공립의원6가공406명호사，채용일반자료문권、명니소체만의도문권화호사공작압력원량표진행조사。결과：40세이상화호령10년이상적정체공작만의도분치최고，호령6~10년적호사최저，차이유통계학의의（ P<0.05）。공작압력방면：호령6~10년적호사최고，호령5년이하호사압력최저，차이유통계학의의（ P<0.05）。호사공작압력최대（ P<0.05），호사화주관호사상당。불동직칭호사적공작만의도무통계학차이（ P>0.05）。호사대공작배경만의정도：호령재10년이상적호사평분최고，호령6~10년적호사대공작배경평분최저，차이유통계학의의（ P<0.05）；년령재40세이상적호사대공작배경평분최고，년령25~29세호사평분최저，기타3개년령단만의도거중。합동호사공작만의도저，여정식편제호사비교구통계학차이（ P<0.05）；결론：호리관리자수대만의도교저적항목진행호리제도조정，제고림상호사대공작적만의도，종이류주호리인재，제고호리질량。
Objective:To investigate the effective factors of the job satisfaction and job pressures in the primary hospitals in Guangzhou Economic and Technological Development Zone to study their relevance and interdependency. Methods:Satisfaction Questionnaire and a nurse work pressure sources scale were administered among 406 nurses in six hospitals. A general information questionnaire,a Minnesota to the target population by using the survey method and a quantitative methodological approach were used for collecting the data. The Statistical Program for the Social Sciences ( SPSS)was used for the statistical analysis. Results:A high level of job satisfaction in age>40 or the group with more than 10-yearnursing experiments were found;the group with 6 -10 -yearnursing experience had the lowest scores. There was a statistically significant difference between them(P<0. 05). As for job pressure,the highest level of job pressure was those with more than 6-10-year nursing experience,while the lowest level of job pressure among those with more than under 5 years nursing experience. There was a statistically significant difference(P<0. 05);The highest lev-el of the work surroundings satisfaction were those with over 10 ,but the lowest for 6-10 years of employment . There was a statistically significant difference( P<0 . 05 );The lower level of the work surroundings satisfaction was contract nurses than the official establishment nurses There was a statistically significant difference( P <0 . 05 ). The primary nurses had the highest job pressure. There was a statistically significant difference(P < 0. 05). There were no statisti-cally significant difference between the different nurses with different professional titles( P>0 . 05 ). Conclusion:It was recommended that top management in the hospitals and healthcare facilities need to implement a program to increase job satisfaction and employee performance as this may lead to the added benefits for sustaining and improving its success in the retail nursery sector. The study concluded with directions for further research as well.
