以质量求发展，以服务铸品牌

护理学报 ›› 2020, Vol. 27 ›› Issue (1): 39-42.doi: 10.16460/j.issn1008-9969.2020.01.039

• 调查研究 • 上一篇    下一篇

人文管理感知在急诊科护士薪酬满意度与工作投入的中介效应

马梦迪1, 薛婷1, 陈强2, 张洁3, 姜永梅2   

  1. 1.青岛大学 护理学院,山东 青岛 266021;
    2.青岛大学附属医院,山东 青岛 266000;
    3.山东大学齐鲁医院（青岛院区）,山东 青岛 266000
  • 收稿日期:2019-06-28 出版日期:2020-01-10 发布日期:2020-07-20
  • 通讯作者: 姜永梅（1970-）,女,山东青岛人,硕士,副主任护师。E-mail: jymqyfy@163.com。
  • 作者简介:马梦迪（1995-）,女,山东济宁人,本科学历,硕士研究生在读。

Mediating Effect of Humanistic Management Perception on Salary Satisfaction and Work Engagement of Emergency Department Nurses

MA Meng-di1, XUE Ting1, CHEN Qiang2, ZHANG Jie3, JIANG Yong-mei2   

  1. 1. School of Nursing, Qingdao University, Qingdao 266021, China;
    2. The Affiliated Hospital of Qingdao University, Qingdao 266000, China;
    3. Qingdao Branch, Qilu Hospital of Shangdong University, Qingdao 266000, China
  • Received:2019-06-28 Online:2020-01-10 Published:2020-07-20

PDF (PC)

230

赞

摘要： 目的 探讨人文管理感知在急诊科护士绩效薪酬满意度与工作投入之间的中介效应。方法 采用一般资料问卷、护士人文管理感知量表、绩效薪酬满意度量表和工作投入量表对392名急诊科护士进行调查,采用依次检验法进行中介效应分析。结果 急诊科护士人文管理感知、绩效薪酬满意度、工作投入总分分别为（168.50±22.42）分、（74.96±10.10）分、（76.29±25.65）分;工作投入与人文管理感知、薪酬满意度均呈密切正相关（r=0.609,0.658;P<0.05）,人文管理感知与薪酬满意度呈密切正相关（r=0.574,P<0.05）,护士人文管理感知在薪酬满意度与工作投入之间存在部分中介作用,中介效应值为30.4%。结论 急诊科护士的工作投入处于中等水平,人文管理感知在薪酬满意度与工作投入之间起到部分中介作用。建议管理者在注重绩效管理的同时,也应采取相应的人文管理措施来激发护士的工作热情,从而提高其工作投入水平。

关键词: 急诊科, 护士, 人文管理, 薪酬满意度, 工作投入

Abstract: Objective To explore the mediating effect of humanistic management perception on satisfaction with performance pay and work engagement of nurses in emergency department. Methods A total of 392 emergency nurses were investigated by general information questionnaire, Nurses' Perception of Humanistic Management Scale, Satisfaction with Performance Pay Scale and Work Engagement Scale. Bootstrap analysis was used to analyze the mediation effect. Results The total score of perception of humanistic management, satisfaction of performance pay and work engagement of nurses in emergency department were 168.50±22.42, 74.96±10.10 and 76.29±25.65 respectively. There was closely positive correlation among perception of humanistic management, satisfaction of performance pay and work engagement (r=0.609, 0.658; P<0.05) and between perception of humanistic management and satisfaction of performance pay（r=0.574, P<0.05）. Nurses' perception of humanistic management had partly mediating effect on satisfaction with performance pay and work engagement, with the mediating effect value of 30.4%. Conclusion Work engagement of nurses in emergency department is in a mediate level and perception of humanistic management has partly mediating effect on satisfaction with performance pay and work engagement. Humanistic management measures as well as performance pay management will contribute to the improvement of work enthusiam so as to improve the quality of emergency nursing service.

Key words: emergency department, nurse, humanistic management, salary satisfaction, job involvement

中图分类号: 

  • R47
[1] 尹祥广,周玉峰,顾则娟,等. 急诊护士工作生活质量现状调查及其影响因素分析[J]. 中国护理管理, 2017,17(5):659-663.DOI:10.3969/j.issn.1672-1756.2017.05.020.
[2] Van Bogaert P, Peremans L, Van Heusden D, et al.Predictors of Burnout, Work Engagement and Nurse Reported Job Outcomes and Quality of Care: A Mixed Method Study[J]. BMC Nursing, 2017, 16(1):5. DOI:10.1186/s12912-016-0200-4.
[3] Melé D.Understanding Humanistic Management[J]. Humanist Manag J, 2016, 1(1):1-23.DOI:10.1007/s41463-016-0011-5.
[4] 汪晖,刘于,王颖,等. 基于磁性医院文化的护理管理实践与效果[J]. 中国护理管理, 2018,18(1):64-68.DOI:10.3969/j.issn.1672-1756.2018.01.016.
[5] 蓝静,陈银娟,戴利,等.218名ICU护士护理人文关怀氛围与工作投入的相关性分析[J].护理学报, 2019,26(9):57-59. DOI:10.16460/j.issn1008-9969.2019.09.057.
[6] Brayer A, Marcinowicz L.Job Satisfaction of Nurses with Master of Nursing Degrees in Poland:Quantitative and Qualitative Analysis[J]. BMC Health Serv Res, 2018, 18(1):239.DOI:10.1186/s12913-018-3053-6.
[7] 陈杰. 某医院临床护理人员绩效薪酬满意度现状及影响因素研究[D].唐山:华北理工大学, 2016.
[8] 万巧琴,尚少梅,谷水,等. 临床护士工作投入现状与影响因素研究[J].中国护理管理, 2018,18(10):1326-1331.DOI:10.3969/j.issn.1672-1756.2018.10.007.
[9] Pérez-Fuentes M, Molero Jurado M, Martos Martínez Á, et al.Burnout and Engagement: Personality Profiles in Nursing Professionals[J]. J Clin Med, 2019,8(3):286. DOI:10.3390/jcm8030286.
[10] Schaufeli WB,Bakker AB.Utrecht Work Engagement Scale, Version 1[M].Utrecht:Utrecht University, 2003:4-5.
[11] 刘柳,张月娟.中学教师工作支持量表的初步编制[J].教师教育研究,2008,20(1):46-49. DOI:10.13445/j.cnki.t.e.r.2008.01.001
[12] 张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验[J].中国临床心理学杂志,2005, 13(3):268-270. DOI:10.16128/j.cnki.1005-3611.2005.03.005
[13] 陈艳. 护理人员对医院人文管理感知测评工具的研制及现状调查[D].新乡:新乡医学院, 2014.
[14] 张洁. 急诊科护士情绪管理、绩效薪酬满意度与离职意愿的相关性研究[D].青岛:青岛大学, 2018.
[15] Baron RM, Kenny DA.The Moderator-mediator Variable Distinction in Social Psychological Research: Conceptual, Strategic, and Statistical Considerations[J]. J Pers Soc Psychol,1986,51(6):1173-1182.DOI:10.1037//0022-3514.51.6.1173.
[16] 万娟,齐玉龙. 急诊护士心理资本对工作投入的影响分析[J].中国护理管理,2014,14(11):1142-1145. DOI:10.3969/j.issn.1672-1756.2014.11.008.
[17] 刘娅林,付沫,张凤勤,等. 磁性护理文化建设对护士执业环境满意度的影响[J].护理学报, 2019,26(7):21-24. DOI:10.16460/j.issn1008-9969.2019.07.021.
[18] Mchugh MD,Ma C.Wage,Work Environment,Staffing: Effects on Nurse Outcomes[J].Policy Polit Nurs Pract,2015,15(3/4):72-80.DOI:10.1177/1527154414546868.
[19] 季彬,曾辉,徐维虹. 磁性医院理念在手术室护理管理中的应用[J]. 护理学杂志, 2018, 33(13):38-41.DOI:10.3870/j.issn.1001-4152.2018.13.038.
[20] Solbakken R, Bergdahl E, Rudolfsson G, et al.International Nursing Caring in Nursing Leadership-A Meta-ethnography from the Nurse Leader's Perspective[J]. Nurs Adm Q, 2018, 42(4):1-19.DOI:10.1097/NAQ.0000000000000314.
[21] 黄劲松,王铮,郑晓明,等. 基于意念构建和动态服务属性管理的服务质量提升[J].管理学报, 2014,11(1):8-19.
[22] 王虹,陈宏,陈佳敏,等.护士经济薪酬和精神薪酬满意度与离职意向相关性研究[J].中国医院管理,2018,38(3):64-66.
[23] Salmela S, Koskinen C, Eriksson K.Nurse Leaders as Managers of Ethically Sustainable Caring Cultures[J]. J Adv Nurs, 2017, 73(4):871-882.DOI:10.1111/jan.13184.
[24] Trude F, Anita K, Kristin A.Health-promoting Leadership: A Qualitative Study from Experienced Nurses' Perspective[J]. J Clin Nurs, 2018, 27(23/24):4290-4301.DOI:0.1111/jocn.14621.
[25] Labrague LJ, Mcenroe-Petitte DM, Gloe D, et al.Organizational Politics, Nurses' Stress, Burnout Levels, Turnover Intention and Job Satisfaction[J]. Int Nurs Rev, 2017, 64(1):109-116.DOI:10.1111/inr.12347.
[26] Brborovi H, Daka Q, Dakaj K, et al.Antecedents and Associations of Sickness Presenteeism and Sickness Absenteeism in Nurses: A Systematic Review[J].Int J Nurs Pract, 2017, 23(6):e12598.DOI:10.1111/ijn.12598.
[27] 任伟霞. 急诊科护士心理弹性与心理资本现状调查及与心理健康的相关性[D].济南:山东大学,2019.
[1] 田美雨, 王翠玲, 高若男, 田佳, 刘怡. 妇科肿瘤科护士性健康照护培训方案的构建[J]. 护理学报, 2025, 32(4): 18-23.
[2] 彭琦, 吴婉英, 谢玲女. 造口伤口失禁专科护士培训中基于ADDIE模型案例教学的实践及效果评价[J]. 护理学报, 2025, 32(4): 24-27.
[3] 吴超瑜, 刘尚昆. 麻醉恢复室护士危机管理能力的质性研究[J]. 护理学报, 2025, 32(3): 17-21.
[4] 郝瑞霞, 王秀梅, 蔚玲, 郭越, 张学. 磁性医院管理理念对手术室护士出勤主义行为的影响[J]. 护理学报, 2025, 32(3): 27-31.
[5] 李雪, 廖常菊, 张健, 丁娟, 陈晓丽, 胡玉庭. 三级甲等医院ICU护士睡眠障碍的风险预测模型构建及验证[J]. 护理学报, 2025, 32(2): 63-69.
[6] 李静依, 梁冠冕, 缪群芳, 赵月琰, 王晓宁, 钱萍萍. 临床护士死亡工作自我应对能力潜在剖面及影响因素研究[J]. 护理学报, 2025, 32(1): 13-18.
[7] 王子萱, 原振青, 赵一鋆, 王惠平, 洪菲菲, 邹敏. 体面劳动感在三级甲等医院手术室护士反思能力与创新行为的中介效应[J]. 护理学报, 2025, 32(1): 62-67.
[8] 徐晓东, 刘顺梅, 赵瑄, 丁秀娜. 显微根尖外科手术护士核心能力评价指标的构建[J]. 护理学报, 2024, 31(8): 69-73.
[9] 马瑞瑞, 范晓莉, 徐姝娟, 张伟, 陈婷, 谈飞飞. 护士参与终末期患者临终决策体验的质性研究[J]. 护理学报, 2024, 31(7): 6-11.
[10] 龙瑶, 卢春凤, 冯志仙. 临床护士对横向领导者特质感知的质性研究[J]. 护理学报, 2024, 31(7): 27-31.
[11] 张颖, 车晓艳, 万婠, 秦雪, 张恩思, 崇武, 郑淑娟. 我国性治疗护士工作范畴和核心能力的质性研究[J]. 护理学报, 2024, 31(7): 68-72.
[12] 彭静, 李金秀, 谭江红, 王晓庆. 动漫短视频联合翻转课堂教学对急诊科护生自主学习能力的影响[J]. 护理学报, 2024, 31(6): 22-25.
[13] 王静, 李萍, 王妍, 张琴, 侯铭, 王孜凡. 2 050名三级甲等医院护士组织公民行为现状及影响因素分析[J]. 护理学报, 2024, 31(6): 67-72.
[14] 卢康媛, 王洁, 陈玉蓓, 纪雪梅, 郑智慧. 基于群组分析的组织信任在护士信任患者与工作投入间的中介效应[J]. 护理学报, 2024, 31(5): 1-6.
[15] 罗霞, 刘玉萍, 帅平, 关华, 杨华, 姚晓琴. 体检护士能力绩效考核方案的构建[J]. 护理学报, 2024, 31(5): 30-33.
Viewed
Full text


Abstract

Cited
  Shared   
No Suggested Reading articles found!