李藝君 詹巧寶 戴清慧 羅靜瑾
[摘要] 目的 分析護(hù)士長授權(quán)管理對降低低年資護(hù)士離職率的影響。方法 選取2018年1月—2020年6月該院的326名低年資護(hù)士(入職≤2年)為研究對象,將2019年3月以前入職的低年資護(hù)士分為對照組共145名,2019年3月以后入職的低年資護(hù)士分為研究組共181名。2019年3月開始對新入職的護(hù)士采用護(hù)士長授權(quán)管理模式,并讓其填寫領(lǐng)導(dǎo)授權(quán)賦能行為量表、工作滿意度量表、離職傾向表,檢驗新模式下低年資護(hù)士的離職傾向。結(jié)果 護(hù)士長授權(quán)管理模式下低年資護(hù)士對護(hù)士長授權(quán)賦能行為感知中研究組參與決策(4.19±0.16)分、結(jié)果和目標(biāo)控制(4.43±0.21)分、權(quán)力委任(4.09±0.27)分、個人發(fā)展支持(4.26±0.31)分、總分(4.28±0.23)分均分明顯高于對照組,兩組比較差異有統(tǒng)計學(xué)意義(t=2.002、2.315、2.150、2.123、2.126,P<0.05);工作滿意度總均分(3.90±0.32)分也明顯高于對照組(2.97±0.29)分,兩組比較差異有統(tǒng)計學(xué)意義(P<0.05);與對照組相比,研究組新模式下低年資護(hù)士的離職傾向評分(11.36±2.59)分明顯低于對照組,兩組比較差異有統(tǒng)計學(xué)意義(P<0.05)。結(jié)論 護(hù)士長授權(quán)管理模式可顯著提高管理的效能,強(qiáng)化護(hù)士作為科室“主人翁”的理念,降低護(hù)士離職率,穩(wěn)定醫(yī)院護(hù)理隊伍。
[關(guān)鍵詞] 低年資護(hù)士;離職率;授權(quán)管理
[中圖分類號] R197.32 [文獻(xiàn)標(biāo)識碼] A [文章編號] 1672-5654(2020)08(c)-0034-03
Analysis of the Effect of Head Nurse Authorization Management in Reducing the Turnover Rate of Low-age Nurses
LI Yi-jun, ZHAN Qiao-bao, DAI Qing-hui, LUO Jing-jin
Department of Orthopedics, People's Hospital of Baoan District, Shenzhen, Guangdong Province, 518101 China
[Abstract] Objective To analyze the influence of head nurses' authorization management on reducing the turnover rate of junior nurses. Methods A total of 326 low-age nurses (employment ≤ 2 years) in the hospital from January 2018 to June 2020 were selected as the research objects, and the low-age nurses who joined before March 2019 were divided into a control group with a total of 145. The low-age nurses who entered the job after March 2019 were divided into the research group with a total of 181. In March 2019, the head nurse authorization management model was adopted for newly recruited nurses, and they were asked to fill in the Leadership Authorization Enabling Behavior Scale, Job Satisfaction Scale, and Turnover Tendency Scale to test the turnover tendency of low-age nurses under the new model. Results Under the head nurses authorization management model, the research groups participation in decision-making (4.19±0.16)points, outcome and goal control (4.43±0.21)points, and power appointment (4.09±0.27)points in the perception of low-age nurses perception of the head nurses empowerment behavior, personal development support (4.26±0.31)points, total score (4.28±0.23)points;average score was significantly higher than the control group, the difference between the two groups was statistically significant (t=2.002, 2.315, 2.150, 2.123, 2.126, P<0.05 ); the total mean score of job satisfaction (3.90±0.32)points was also significantly higher than that of the control group (2.97±0.29)points. The difference between the two groups was statistically significant (P<0.05); compared with the control group, the study group of low-age nurses' turnover intention score was (11.36±2.59)points under the new model, significantly lower than that of the control group, and the difference between the two groups was statistically significant (P<0.05). Conclusion The authorized management model of the head nurse can significantly improve the efficiency of management, strengthen the concept of nurses as the "master" of the department, reduce the turnover rate of nurses, and stabilize the hospital nursing team.
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(收稿日期:2020-07-20)
[基金項目] 深圳市寶安區(qū)科技創(chuàng)新項目(2019JD059)。
[作者簡介] 李藝君(1986-),女,本科,主管護(hù)師,主要從事創(chuàng)傷骨科護(hù)理、護(hù)理信息化工作。