摘要
目的探讨社区护士工作家庭冲突对其工作态度的影响,为稳定社区护理队伍的建设提供依据。方法运用工作家庭冲突量表、家庭保健护士工作满意度量表、中国职工组织承诺量表、离职意愿量表对湖南省8个市的574名社区护士进行调查。结果工作-家庭冲突(WIF)和家庭-工作冲突(FIW)均对工作满意度有负向影响(P<0.01);结构方程模型分析显示,FIW对组织承诺有负向影响(P<0.01),WIF对组织承诺影响不明显(P>0.05),二者均可通过工作满意度间接作用于组织承诺;WIF对离职意愿有直接正向预测作用(P<0.01),FIW的直接作用不明显(P>0.05),二者均可通过工作满意度和组织承诺的中介作用对离职意愿产生正向影响。结论社区护士的工作家庭冲突问题及其对工作态度的负面影响不容忽视,管理者应采取一些"家庭友好政策"来缓解护士的工作家庭冲突,从而提高其工作满意度和组织承诺,降低离职意愿。
Objective To explore the impact of work - family conflict on work community nurses＇ attitudes toward their workin terms of conflict - work interference with family （WIF） and familyinterference with work （FIW）. Methods Totally 574 community nurses from 8 cities in Hunan province were investigated using Work Family Conflict Scale, Home Health - care Nur- ses＇s Job Satisfaction scale, Chinese Organizational Commitment Questionaire, and Turnover Intention Questionaire. ResultsBoth W1F and FIW had negative impact on job satisfaction （ P 〈 0. 01 ）. Structureed equation model analysis showed that FIW negatively influenced organizational commitment （P 〈 0. 01 ）, while WIF did not （P 〉 0. 05 ）. Both WIF and FIW indirectly in- fluenced organizational commitment through job satisfaction. WIF positively predicted the turnover intention of nurses （P 〈 0. 01 ）, while the function of FIW in this aspect was not significant （ P 〉 0. 05）. Both WIF and FIWhad positive influence overturnover intention through the mediating role of job satisfaction and organizational commitment. Conclusion Community nurses＇ s work -family conflict and its negative effect on work attitude should never be ignored. ＂ Family -friendly policy＂ should be taken to ease the nurses＇ work - family conflict and thus improve their job satisfaction and organizational commitment and lower their turnover intention.
出处
《中国全科医学》
CAS
CSCD
北大核心
2012年第8期925-928,共4页
Chinese General Practice
关键词
社区保健护理
工作家庭冲突
职业满意
组织承诺
离职意愿
Community health nursing
Work family conflict
Job satisfaction
Organizational commitment
Turn-over intention
