Lu Hong, While Alison E, Barriball K Louise
School of Nursing, Peking University, Beijing, P.R.China.
J Adv Nurs. 2007 Jun;58(5):468-79. doi: 10.1111/j.1365-2648.2007.04233.x. Epub 2007 Apr 17.
This paper is a report of a study exploring nurses' views and experience regarding their working lives in Mainland China.
The widespread nursing shortage and high turnover has become a global issue. Job satisfaction among nurses is a key factor in nurse turnover. Although several models of job satisfaction have been suggested in Western countries, these require further development and testing in Mainland China, where the social context of the labour market is different.
A survey design using questionnaires was adopted. A total of 512 hospital nurses in Beijing participated in the study in 2004, representing a response rate of 81%.
There was a negative relationship between nurses' job satisfaction and intention to leave their current hospitals, which was mediated by age (P < 0.05). About 40% of the variance in job satisfaction could be explained by the set of independent variables including organizational commitment, occupational stress, professional commitment, role conflict, role ambiguity, educational level, age and working years (R2 = 0.396). Organizational commitment had the strongest impact on job satisfaction, which explained 31.3% of the variance in this, followed by occupational stress and role conflict (5.5% and 1.9% respectively). In addition, both nurses' role perception and actual role content influenced job satisfaction as well as occupational stress, role conflict and role ambiguity (P < 0.05). Nurses' educational level was also a factor related to role perception, professional commitment and role conflict (P < 0.05).
Nurses' job satisfaction could be increased through promoting organizational and professional commitment and reducing occupational stress, role conflict and role ambiguity.
本文是一项关于探索中国大陆护士对其工作生活的看法和经历的研究报告。
普遍存在的护理人员短缺和高离职率已成为一个全球性问题。护士的工作满意度是护士离职的关键因素。尽管西方国家已经提出了几种工作满意度模型，但由于中国大陆劳动力市场的社会背景不同，这些模型需要在中国大陆进一步发展和检验。
采用问卷调查的调查设计。2004年，共有512名北京医院护士参与了该研究，回复率为81%。
护士的工作满意度与离开当前医院的意愿之间存在负相关关系，年龄起到了中介作用（P < 0.05）。工作满意度中约40%的变异可由包括组织承诺、职业压力、专业承诺、角色冲突、角色模糊、教育水平、年龄和工作年限在内的一组自变量解释（R2 = 0.396）。组织承诺对工作满意度的影响最大，解释了其中31.3%的变异，其次是职业压力和角色冲突（分别为5.5%和1.9%）。此外，护士的角色认知和实际角色内容既影响工作满意度，也影响职业压力、角色冲突和角色模糊（P < 0.05）。护士的教育水平也是与角色认知、专业承诺和角色冲突相关的一个因素（P < 0.05）。
通过促进组织和专业承诺，减少职业压力、角色冲突和角色模糊，可以提高护士的工作满意度。
