摘要
目的了解精神病专科医院护士的现状并寻求相应的应对措施。方法采用护士工作压力源量表（NJSQ）对2008年1月-2009年12月一直在岗的我院正式护士60人、聘用合同制护士83人进行调查,自设问卷调查对此期间先后离职的47人进行了信息收集,采用t检验、χ^2检验对相关数据进行统计分析。结果在NJSQ的5个维度中：工作环境及资源方面,管理及人际方面两者有统计学差异（P〈0.05）,聘用合同制护士的压力程度比正式护士的压力程度稍低。NJSQ各条目中：工资及其他福利待遇低、晋升、继续深造的机会少、频繁倒班聘用合同制护士得分均高于正式护士（P〈0.01）;担心工作中出现差错事故、护士工作未被患者及家属承认、病区太拥挤、工作环境差、非护理性工作太多得分均低于正式护士（P〈0.01）,均有显著性差异。聘用合同制护士的整体素质比正式护士低（P〈0.05）,差异有显著性。离职原因居前三位的为工资及其他福利待遇低、社会因素、不适应“三基”考试与“三严”管理。结论对不同人事管理体系的护士不同压力应采取有针对性的措施,采取长效激励机制,稳定聘用合同制护士。
Objective To search the current situation of nurses in the mental hospital and its corresponding responses. Methods Investigation of 60 formal nurses and 83 contract employment nurses from January 2008 to December 2009, through NJSQ, had been designed, and information of 47 retired nurses had beeb gathered. Data of χ^2 test had been statistically analyzed. Results Five dimensions in NJSQ： Working environment and resources, interpersonal aspects of management were significantly different（ P〈0.05）. Pressure of contract employment nurses was greater than formal nurses, the degree was lower; the low wages and other benefits, promotion, fewer opportunities for further studies and frequent shift from contract employment nurses were all higher than the formal（ P〈0.01）;job, medical accidents, patients satisfaction families, crowded wards, poor working conditions, non-nursing work from contract employment nurses were much lower than the formal nurses（ P〈0.01）,there were significant differences（ P〈0.05）,Reasons for leaving mainly included low-wages, social factors, not meeting ＂Three Basics Test＂ and＂Three Strict Management＂. Conclusions Personnel management systems should be targeted to different-level nurses, should have long-term incentives with stable contracting methods.
出处
《齐齐哈尔医学院学报》
2010年第13期2036-2038,共3页
Journal of Qiqihar Medical University
关键词
精神病
医院
聘用合同制
护士
压力
Mental illness Hospital Nurse Contract employment Pressure
