[1]鲁为凤,曹 勍,王 欢,等.基于Mobley模型对手术室护士离职意愿的影响因素分析[J].医学信息,2019,32(13):63-66.[doi:10.3969/j.issn.1006-1959.2019.13.018]
　LU Wei-feng,CAO Qing,WANG Huan,et al.Analysis of Factors Affecting the Turnover Intention of Nurses in Operating Room Based on Mobley Model[J].Journal of Medical Information,2019,32(13):63-66.[doi:10.3969/j.issn.1006-1959.2019.13.018]
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基于Mobley模型对手术室护士离职意愿的影响因素分析()
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医学信息[ISSN:1006-1959/CN:61-1278/R]

卷:
32卷
期数:
2019年13期
页码:
63-66
栏目:
论著
出版日期:
2019-07-01

文章信息/Info

Title:
Analysis of Factors Affecting the Turnover Intention of Nurses in Operating Room Based on Mobley Model
文章编号:
1006-1959（2019）13-0063-04
作者:
鲁为凤1; 曹 勍1; 王 欢1; 白晓霞1; 邓铂林2
四川省医学科学院/四川省人民医院手术室1，眼科2，四川 成都 610072
Author(s):
LU Wei-feng1; CAO Qing1; WANG Huan1; BAI Xiao-xia1; DENG Bo-lin2
Department of Operating Room1,Department of Ophthalmology2,Sichuan Academy of Medical Sciences/ Sichuan Provincial People's Hospital,Chengdu 610072,Sichuan,China
关键词:
Mobley模型; 手术室护士; 离职意愿; 工作满意度
Keywords:
Key words：Mobley model; Operating room nurse; Turnover intention; Job satisfaction
分类号:
R192.6
DOI:
10.3969/j.issn.1006-1959.2019.13.018
文献标志码:
A
摘要:
目的 调查成都某大型三甲医院手术室护士离职意愿的情况并分析其影响因素，为寻找应对方案提供依据。方法 采取整群抽样的方法，选取2017年1月~12月167名手术室护士，通过《护理人员离职意愿表》进行问卷调查，使用Mobley理论模型分析离职意愿的影响因素。结果 不同性别、婚姻状况及学历的护理人员离职意愿得分比较，差异无统计学意义（P＞0.05）；不同子女数、月收入、职称、工作年限及聘用方式的护理人员离职意愿得分比较，差异有统计学意义（P＜0.05）。护士离职意愿Ⅲ实际得分最高为（5.78±1.12）分，指标值为72.25%。根据Mobley理论模型离职因素得出：工作满意度低占42.48%，位居第1；家庭照顾原因占16.81%，位居第2；内部晋升机会小占15.93%，位居第3。结论 手术室护士具有较高的离职意愿，护理管理者应高度重视，通过采取减轻工作压力，提高满意度，提高薪酬待遇；合理排班，适当照顾有家庭的护士；营造良好的科室文化氛围等措施来降低离职意愿的产生，防止手术室护理人才的流失，稳定手术护理团队以保证医院的整体护理质量。
Abstract:
Abstract：Objective To investigate the willingness of nurses in the operating room of a large-scale top three hospital in Chengdu and analyze the influencing factors to provide a basis for finding a response plan. Methods A cluster sampling method was used to select 167 operating room nurses from January to December 2017. Questionnaires were conducted through the "Nursing Career Turnover Intention Form", and the Mobley theoretical model was used to analyze the influencing factors of turnover intention. Results There was no significant difference in the turnover intention scores of nursing staff with different genders, marital status and education (P>0.05). The differences in the turnover intentions of nursing staff with different numbers of children, monthly income, professional title, working years and employment methods were statistically significant (P<0.05). The actual score of nurses' willingness to leave III is (5.78±1.12), and the indicator value is 72.25%. According to Mobley's theoretical model of turnover factors, job satisfaction is low at 42.48%, ranking first; family care accounts for 16.81%, ranking second; internal promotion opportunities account for 15.93%, ranking third. Conclusion The nurses in the operating room have a high willingness to leave, and the nursing managers should attach great importance to it. By reducing the work pressure, improving the satisfaction and improving the salary; reasonable scheduling, proper care of the nurses with families; creating a good culture of the department, etc. Measures to reduce the willingness to leave, prevent the loss of nursing staff in the operating room, and stabilize the surgical care team to ensure the overall quality of care in the hospital.

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更新日期/Last Update: 2019-07-01