摘要
目的 :探讨护士精神薪酬满意度(PRS)对其积极率的影响,为提高护士积极率提供新的思路。方法 :采用中文版护士PRS问卷和正负情绪量表对566名护士进行问卷调查。结果 :来自护士长的PRS得分(14.53±2.09)显著大于来自医生的PRS得分(13.12±1.89),差异有统计学意义(P<0.01);护士正性情绪体验得分为(24.96±5.43)分,负性情绪体验得分为(23.35±6.69)分,积极率为(1.25±0.46);Pearson相关分析显示,护士PRS与正性情绪体验和积极率均呈显著正相关(P<0.05),与负性情绪体验呈显著负相关(P<0.05);分层回归分析显示,聘用方式、职称和PRS为护士积极率的影响因素(P<0.05)。结论 :护士PRS和积极率均处于较低水平,可从提高护士薪酬满意度角度入手来提高护士积极率。
Objective： To explore the effect of Psychological Reward Satisfaction on positivity ratio among nurses. Methods： Totally 566 nurses were recruited and interviewed by the Chinese version of Psychological Reward Satisfaction Scale and the Positive and Negative Affect Scale. Results： The psychological reward satisfaction from the head nurses（14.53±2.09） was significantly higher than that from the doctor（13.12±1.89）（P〈0.01）. The scores of positive affect, negative affect and the positivity ratio were（24.96±5.43）,（23.35±6.69）, and（1.25±0.46）, respectively. The score of Psychological Reward Satisfaction was positively correlated to the positive affect and the positivity ratio（P〈0.05）, and negatively correlated to the negative affect（P〈0.05）. Hierarchical regression analysis showed that the employment style, position titles and the Psychological Reward Satisfaction were predictors of positivity ratio among nurses. Conclusions： The Psychological Reward Satisfaction and the positivity ratio were in the low level among nurses. We should improve the positivity ratio among nurses by enhancing their Psychological Reward Satisfaction.
出处
《中国护理管理》
CSCD
2015年第2期155-157,共3页
Chinese Nursing Management
关键词
精神薪酬满意度
积极率
护士
Psychological Reward Satisfaction
positivity ratio
nurse
