中国护理管理
中國護理管理
중국호리관리
CHINESE NURSING MANAGEMENT
2015年
7期
831-834
,共4页
重症监护室护士%心理授权%心理资本%离职意愿%结构方程模型
重癥鑑護室護士%心理授權%心理資本%離職意願%結構方程模型
중증감호실호사%심리수권%심리자본%리직의원%결구방정모형
ICU nurses%psychological empowerment%psychological capital%turnover intention%Structural Equation Model
目的:探讨心理资本在重症监护室护士心理授权与离职意愿间的中介作用并构建结构方程模型,为重症监护室护士管理提供依据.方法:采用便利抽样法,运用心理资本量表、心理授权量表、离职意愿量表,对5家医院的重症监护室507名护士进行调查,运用SPSS 13.0和Amos 17.0软件进行统计分析及结构方程模型构建.结果:不同护龄、学历水平、月收入水平护士的心理资本、心理授权量表得分差异有统计学意义(P<0.05);不同护龄、月收入水平护士的离职意愿得分差异有统计学意义(P<0.05);结构方程模型显示:心理授权对离职意愿有直接效应(λ1=-0.81,P<0.001);心理授权对心理资本有直接效应(λ2=0.47,P<0.001);心理资本对离职意愿有直接效应(λ2=-0.62,P<0.001);心理授权通过心理资本对离职意愿有间接效应(λ2=-0.29,P<0.001);心理授权通过直接效应和心理资本的间接效应解释重症监护室护士离职意愿21.28%的变异量.结论:心理资本因素对重症监护室护士离职意愿有一定的影响,临床管理者应运用适宜的干预措施提高护士心理资本,从而提高心理授权,降低护士离职意愿.
目的:探討心理資本在重癥鑑護室護士心理授權與離職意願間的中介作用併構建結構方程模型,為重癥鑑護室護士管理提供依據.方法:採用便利抽樣法,運用心理資本量錶、心理授權量錶、離職意願量錶,對5傢醫院的重癥鑑護室507名護士進行調查,運用SPSS 13.0和Amos 17.0軟件進行統計分析及結構方程模型構建.結果:不同護齡、學歷水平、月收入水平護士的心理資本、心理授權量錶得分差異有統計學意義(P<0.05);不同護齡、月收入水平護士的離職意願得分差異有統計學意義(P<0.05);結構方程模型顯示:心理授權對離職意願有直接效應(λ1=-0.81,P<0.001);心理授權對心理資本有直接效應(λ2=0.47,P<0.001);心理資本對離職意願有直接效應(λ2=-0.62,P<0.001);心理授權通過心理資本對離職意願有間接效應(λ2=-0.29,P<0.001);心理授權通過直接效應和心理資本的間接效應解釋重癥鑑護室護士離職意願21.28%的變異量.結論:心理資本因素對重癥鑑護室護士離職意願有一定的影響,臨床管理者應運用適宜的榦預措施提高護士心理資本,從而提高心理授權,降低護士離職意願.
목적:탐토심리자본재중증감호실호사심리수권여리직의원간적중개작용병구건결구방정모형,위중증감호실호사관리제공의거.방법:채용편리추양법,운용심리자본량표、심리수권량표、리직의원량표,대5가의원적중증감호실507명호사진행조사,운용SPSS 13.0화Amos 17.0연건진행통계분석급결구방정모형구건.결과:불동호령、학력수평、월수입수평호사적심리자본、심리수권량표득분차이유통계학의의(P<0.05);불동호령、월수입수평호사적리직의원득분차이유통계학의의(P<0.05);결구방정모형현시:심리수권대리직의원유직접효응(λ1=-0.81,P<0.001);심리수권대심리자본유직접효응(λ2=0.47,P<0.001);심리자본대리직의원유직접효응(λ2=-0.62,P<0.001);심리수권통과심리자본대리직의원유간접효응(λ2=-0.29,P<0.001);심리수권통과직접효응화심리자본적간접효응해석중증감호실호사리직의원21.28%적변이량.결론:심리자본인소대중증감호실호사리직의원유일정적영향,림상관리자응운용괄의적간예조시제고호사심리자본,종이제고심리수권,강저호사리직의원.
Objective: To explore the relationship between psychological empowerment and turnover intention, and accomplish the Structural Equation Model. Methods: The convenience sampling method was used to in this study. The psychological empowerment scale, psychological capital scale and turnover intention scale were used to investigate 507 ICU nurses from 5 hospitals. SPSS 13.0 and Amos 17.0 software were used to analyze the date. Results: The scores of psychological empowerment, psychological capital were different among nurses with different nursing years, education level, and income level (P<0.05). And turnover intention scores of nurses with different nursing years and income level were different (P<0.05). Structural Equation Model showed that psychological empowerment had a direct effect (λ2=0.47,P<0.001) on psychological capital. Psychological capital had a direct effect on turnover intention (λ2=-0.62,P<0.001). Psychological empowerment had a direct effect (λ1=-0.81,P<0.001) and indirect effect (λ2=-0.29,P<0.001) through psychological capital which explained 21.28% of the variance of turnover intention. Conclusion: Psychological capital has an effect on ICU nurses' turnover intention. The administrator should use appropriate intervention to increase nurses' psychological capital, so as to improve psychological empowerment to deal with turnover intention.
