目的 探讨护士不合规任务感知、工作投入与离职倾向三者之间的关系及作用机制,以期为管理者维持护理人力资源的稳定性提供参考。方法 采用便利抽样法于2024年3月—4月选取甘肃省5家三级医院的临床护士作为研究对象,使用一般资料调查表、不合规任务感知量表、离职倾向量表、工作投入量表进行问卷调查,采用结构方程模型检验工作投入在不合规任务感知与离职倾向间的中介效应。结果 909名护士参与调查,护士不合规任务感知量表总条目均分为2.0（1.5,2.9）分,离职倾向量表总条目均分为2.2（1.5,2.5）分,工作投入量表总条目均分为3.6（2.1,5.0）分;多元线性回归分析结果表明,工作投入及不合规任务感知水平、护士层级、聘用形式、班次是护士离职倾向的主要影响因素（P<0.05）;Pearson相关分析显示,护士不合规任务感知总分与工作投入总分呈负相关（r=-0.448,P<0.001）,与离职倾向总分呈正相关（r=0.492,P<0.001）,工作投入总分与离职倾向总分呈负相关（r=-0.496,P<0.001）;中介效应检验及Bootstrop分析结果显示,工作投入在不合规任务感知与离职倾向间起部分中介作用（β=0.207,P<0.001）,对总效应的贡献率为36.7%。结论 护士不合规任务感知、工作投入均可直接预测离职倾向,工作投入是不合规任务感知与离职倾向的中介变量,护理管理者应正视护士不合规任务感知与工作投入对离职倾向的影响,分配符合护士职业身份和角色期望的任务,或分配任务后进行充分有效沟通,降低护士不合规任务感知水平,并采取有效措施提高工作投入水平,从而降低护士离职倾向。
Abstract
Objective To explore the relationship and mechanism between nurses' non-compliant task perception, work engagement and turnover tendency, in order to provide a reference for managers to maintain the stability of nursing human resources. Methods From March to April 2024, clinical nurses from five tertiary hospitals in Gansu Province were selected as research objects, and questionnaires were conducted using the general information questionnaire, non-compliant task perception scale, turnover tendency scale, and work engagement scale, and the structural equation model was used to test the mediating effect of work input between non-compliant task perception and turnover tendency. Results A total of 909 nurses participated in the survey. The total score of the nurse's non-compliant task perception scale was 2.0 (1.5, 2.9), the total score of the turnover intention scale was 2.2 (1.5, 2.5), and the total score of the work engagement scale was 3.6 (2.1, 5.0). The results of the multiple linear regression analysis indicated that work engagement, non-compliant task perception level, nurse level, employment form, and shift were the main influencing factors of nurses' turnover intention (P < 0.05). The results of the Pearson correlation analysis showed that the total score of nurse's non-compliant task perception was negatively correlated with the total score of work engagement (r = -0.448, P < 0.001), positively correlated with the total score of turnover intention (r = 0.492, P < 0.001), and negatively correlated with the total score of turnover intention (r = -0.496, P < 0.001). The results of the mediation effect test and Bootstrap analysis showed that work engagement played a partial mediating role between non-compliant task perception and turnover intention (β = 0.207, P < 0.001), its contribution rate to the total effect was 36.7%. Conclusion Nursing managers should face up to the impact of nurses' non-compliant task perception and work engagement on turnover tendency, assign tasks that meet the professional identity and role expectations of nurses, or communicate fully and effectively after assigning tasks, reduce the level of nurses' non-compliance task perception, and take effective measures to improve the level of work engagement, so as to reduce nurses' turnover tendency.
关键词
不合规任务感知 /
离职倾向 /
工作投入 /
中介效应 /
护士
Key words
Non-compliant task perception /
Tendency to leave /
Work engagement /
Mediating effects /
Nurse
{{custom_sec.title}}
{{custom_sec.title}}
{{custom_sec.content}}
参考文献
[1] 田丹,岳鹏.护士从离职意愿到离职决策过程的扎根理论研究[J].中国护理管理,2023,23(4):576-581.
[2] 吴依诺,范新晨,杨思琪,等.我国三级公立医院医护人员离职意愿及影响因素研究[J].中国医院管理,2022,42(4):35-41.
[3] 国家卫生健康委员会.国家卫生健康委关于印发《全国护理事业发展规划(2021-2025年)》的通知[EB/OL].(2022-04-29)[2025-04-24].https://www.gov.cn/gongbao/content/2022/content_5705846.htm.
[4] SEMMER NK, JACOBSHAGEN N, MEIER LL, et al.Illegitimate tasks as a source of work stress[J].Work Stress,2015,29(1):32-56.
[5] KILPONEN K, HUHTALA M, KINNUNEN U, et al.Illegitimate tasks in health care: Illegitimate task types and associations with occupational well-being[J].J Clin Nurs,2021,30(13-14):2093-2106.
[6] 阮文宇. 自恋型领导对员工主动行为的影响:不合规任务感知的中介作用[D].海口:海南大学,2023.
[7] WANG H, ZONG G.Relationship between employees' perceived illegitimate tasks and their work procrastination behavior: Role of negative emotions and paternalistic dimensions[J].Heliyon,2023,9(4):e14984.
[8] JORGE MR, GEOVANNY AV, Clara CU.The impact of illegitimate tasks on burnout syndrome in a healthcare system: A cross-sectional study[J].IJNS Advances,2024(6):100185.
[9] ZENG X, HUANG Y, ZHAO S, et al.Illegitimate Tasks and Employees' Turnover Intention: A Serial Mediation Model[J].Front Psychol,2021(12):739593.
[10] OMANSKY R, EATOUGH EM, Fila MJ.Illegitimate Tasks as an Impediment to Job Satisfaction and Intrinsic Motivation: Moderated Mediation Effects of Gender and Effort-Reward Imbalance[J].Front Psychol,2016(7):1818.
[11] SCHAUFELI W B, BAKKER A B, Salanova M.The measurement of work engagement with a short questionnaire:A cross-national study[J].Educational and psychological measurement,2006,66(4):701-716.
[12] WEI H,HORSLEY L,CAO Y, et al.美国护士工作投入与工作满意度、护理质量、离职意愿的关联性研究[J].International Journal of Nursing Sciences,2023,10(4):476-484.
[13] 李铮,刘宇.护理学研究方法[M].北京:人民卫生出版社,2012:87.
[14] SEMMER NK, TSCHAN F,MEIER LL, et al.Illegitimate tasks and counterproductive work behavior[J].Applied Psychology, 2010,59(1):70-96.
[15] 葛文静,吴培芸,曾练平,等.不合规任务量表在中国员工样本中的修订[J].中国临床心理学杂志,2022,30(2):336-339.
[16] MICHAELS CE, SPECTOR PE."Causes of employee turnover: a test of the Mobley, Griffeth, Hand, and Meglino Model":correction to michaels and spector[J].Appl Psychol, 1983,68(4):583-589.
[17] 李经远,李栋荣.矩阵式组织结构下角色冲突、组织承诺和离职意愿关联性研究-以工业技术研究员工为例[D].中国台湾:交通大学管理科学研究所,2000.
[18] 李富业,赵俊岭,张沛,等.公安民警工作投入量表中文版信效度评价[J].中国公共卫生,2013,29(1):97-99.
[19] GAHRMANN C, KLUMB PL.Investigating the impact of temporary nurses on permanent nurses' commitment via perceptions of illegitimate tasks: A cross-sectional study[J].J Adv Nurs,2024, 38240337.
PDF(1260 KB)
