摘要
目的：了解低年资护士感知护理管理者授权行为及其职业承诺水平现状,探讨二者之间的关系,为临床护理管理者稳定护理队伍提供借鉴。方法采用授权赋能行为量表、职业承诺量表,对泰安市3所三级甲等医院的321名低年资护士进行问卷调查。结果授权赋能行为整体均分为（3.17±0.49）分,职业承诺总均分为（2.64±0.59）分,低年资护士感知护理管理者的授权赋能行为与其职业承诺呈正相关（r=0.323,P〈0.01）。结论护理管理者应通过多种途径与方法,加强对低年资护士的授权赋能,从而增强低年资护士的职业承诺水平,促进临床优秀护理队伍的建设。
Objective To understand the junior nurses perceived empowerment behavior of leaders nurses and occupational commitment level situation, explore the relationship between them, so as to provide nurse managers the reference for the stability of clinical nursing management. Methods A total of 321 junior nurses were selected from three Grade-A hospital of Tai′an and were investigated with empowerment behavior scale and occupation commitment scale. Results The total score of empowerment behavior was （3. 17 ± 0. 49）, occupational commitment （2. 64 ± 0. 59）. The empowerment behavior of junior nurse perception management had positive relationship with occupational commitment （r =0. 323, P 〈0. 01）. Conclusions The nursing leaders should strengthen the junior nurse′s empowerment through a variety of ways and means to strengthen junior nurses′empowerment, enhance the junior nurses′ occupation commitment level, in order to promote the commitment level and construction of excellent clinical nursing team.
出处
《中华现代护理杂志》
2015年第16期1930-1932,共3页
Chinese Journal of Modern Nursing
关键词
护士
低年资
授权赋能
职业承诺
Nurses
Junior
Empowerment
Occupational commitment
