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目的探讨医院管理者辱虐管理行为与临床护理人员工作投入和团队满意度的关系,为护理人员心身健康以及护理团队建设提供借鉴。方法采用辱虐管理量表、工作投入量表及团队满意度量表,运用随机抽样与方便抽样的方法对西安市2所3级甲等医院内的718名临床护士进行问卷调查。结果辱虐管理总分为(19.02±6.76)分,团队满意度总分为(12.22±2.01)分,工作投入总分为(47.61±12.08)分。辱虐管理与工作投入呈负相关(r=-0.27,P<0.01),与团队满意度呈负相关(r=-0.32,P<0.01),工作投入与团队满意度呈正相关(r=0.40,P<0.01)。辱虐管理对护士工作投入与团队满意度均有负向预测作用,且工作投入在辱虐管理与团队满意度的负向关系中起部分中介作用。结论管理者的辱虐管理方式会削弱临床护士工作投入与团队满意度,应加强对医院管理者领导行为进行正面引导,以期提升护理人员的工作投入以及团队的满意度,有助于护士的心身健康。
Objective To explore the relationship between hospital management abusive management behavior and clinical nursing staff ’s work input and team satisfaction, and to provide reference for the psychological health of nursing staff and the construction of nursing team. Methods A total of 718 clinical nurses in two Grade-3 hospitals in Xi’an were surveyed by using random sampling and convenient sampling method, using abusive management scale, job input scale and team satisfaction scale. Results The total score of abusive management was (19.02 ± 6.76) points, the team satisfaction score was (12.22 ± 2.01) points and the total work input score was (47.61 ± 12.08) points. There was a negative correlation between abusive management and job involvement (r = -0.27, P <0.01), negatively correlated with team satisfaction (r = -0.32, P <0.01), and job involvement was positively correlated with team satisfaction , P <0.01). Abuse management has a negative predictive effect on nurses’ job involvement and team satisfaction, and job involvement plays a partial mediating role in the negative relationship between abuse management and team satisfaction. Conclusion The management of abuse of managers will weaken the work input and team satisfaction of clinical nurses. It is necessary to strengthen the positive guidance to the leadership behavior of hospital managers so as to improve the work input of nurses and team satisfaction, health.