摘要
目的探讨三甲中医院新护士人格特质、心理资本、职业生涯状况的路径关系,为新护士的职业规划管理提供参考。方法采用便利抽方法,于2016年9月选择浙江省3所三级甲等中医医院的新入职护士170名为调查对象。采用职业生涯状况评价量表、心理资本问卷、成人艾森克人格问卷对新护士人格特质、心理资本、职业生涯状况进行调查。使用Pearson相关分析对心理资本、人格特质、职业生涯状况进行相关分析,并建立路径关系模型。结果共发放调查问卷170份,回收有效问卷158份,有效回收率为92.94%。新护士人格特质总分得分为(39.59±12.89)分,心理资本总分得分为(84.69±14.57)分,职业生涯状况总分为(78.93±13.67)分。心理资本与新护士职业生涯状况呈正相关(P<0.05),人格特质中的精神质与职业认同有相关性,掩饰性与留职意愿呈正相关(P<0.05)。心理资本对新护士职业生涯有正向预测作用,路径系数为0.78;人格特质对心理资本有正向效应,路径系数为0.17;人格特质对职业生涯状况有正向效应,路径系数为0.15。心理资本在人格特质与职业生涯状况之间起到部分中介作用,提示人格特质对职业生涯状况具有直接或间接效应。结论护理管理者以心理资本干预模型为基础,为新护士职业生涯规划提供教育路径设计,培育新护士希望品质,培养乐观精神和抗挫折能力。同时根据新护士的人格特质合理分配工作岗位,搭配工作团队,为员工创造和谐的组织氛围,促进其职业生涯的良性发展。
Objective To explore the path of personal traits, psychological capital and career among new nurses in ClassⅢ Grade A Chinese medical hospitals, so as to provide a reference for career planning management for new nurses. Methods In September 2016, we selected 170 new nurses at three ClassⅢ Grade A Chinese medical hospitals in Zhejiang Province as subjects by convenience sampling. Career Condition Evaluation Scale, Psychological Capital Questionnaire (PCQ) and Eysenck Personality Questionnaire (EPQ) were used to investigate career, psychological capital and personal traits of new nurses. Pearson correlation was used to analyze the correlation among psychological capital, personal traits and career condition and to establish the path correlation model. Results A total of 170 questionnaires were sent out and 158 valid questionnaires were collected with 92.94% for the valid recovery rate. The total scores of personal traits, psychological capital and career were (39.59±12.89) , (84.69±14.57) and (78.93±13.67) respectively. Psychological capital had a positive correlation with the career condition in new nurses (P<0.05) . In personal traits, psychoticism was correlated with the career identity and concealment was positively correlated with the willingness to remain (P<0.05) . Psychological capital had a positive prediction effect with the career of new nurses with 0.78 for the path coefficient;personal traits had positive effects on psychological capital with 0.17 for the path coefficient;personal traits had positive effects on career condition with 0.15 for the path coefficient. Psychological capital had a partial mediating role between psychological capital and career prompting personal traits had direct and indirect effects on the career condition. Conclusions Nursing managers should provide an education path of career planning for new nurses based on psychological capital intervention model to cultivate hope quality, optimism and anti-frustration ability of new nurses. Besides, nursing managers should assign jobs and collocate work team according to personal traits of new nurses to create harmonious organizational climate for staff and to promote career development of them.
作者
易红梅
孔丽娅
余兰仙
Yi Hongmei;Kong Liya;Yu Lanxian(Nursing Department,the Second Affiliated Hospital of Zhejiang Medical University,Hangzhou 310005,China;Preventive Medicine Teaching and Research Section,Zhejiang Chinese Medical University,Hangzhou 310053,China;Cadre Ward,the First Affiliated Hospital of Zhejiang Chinese Medical University, Hangzhou 310006,China)
出处
《中华现代护理杂志》
2018年第33期4006-4011,共6页
Chinese Journal of Modern Nursing
基金
浙江省卫生计生委科研立项课题(2014KYB173).
关键词
护士
人格特质
心理资本
职业生涯
路径研究
Nurses
Personal traits
Psychological capital
Career
Path research
