目的 调查护理人员组织公平和沉默行为现状,并分析二者之间的关系.方法 采用成熟的组织公平感测量量表和沉默行为量表,对哈尔滨市7所三级甲等医院共500名护士进行调查.结果 护理人员沉默行为条目均分为(2.27±1.25)分,处于较低水平;组织公平感条目均分为(4.23±1.07)分,处于较高水平.聘用形式对护理人员的沉默行为有显著影响,组织公平与沉默行为各维度间均呈显著负相关(P＜0.01).结论 护理人员中存在沉默行为,组织公平会对护士的沉默行为产生影响.医院的管理者应当对其提高重视程度,提高组织的公平水平以减少护理人员的沉默行为,提高护理质量.

目的 探索工作嵌入、组织承诺与角色绩效间的关系,为提高护士长角色绩效提供数据支持和参考.方法 采用整群抽样方法,对哈尔滨市8家三级医院348名护士长进行工作嵌入、组织承诺、角色绩效问卷调查.结果 (1)护士长工作嵌入得分为(4.34±0.63)分,组织承诺得分为(4.07±0.65)分,角色绩效得分(4.64±0.43)分;(2)工作嵌入、情感承诺和持续承诺可作为预测护士长角色绩效的主要因素,能够解释角色绩效变异量的38.9％.结论 护士长工作嵌入、组织承诺和角色绩效均处于较高水平,工作嵌入、情感承诺和持续承诺对护士长角色绩效有正向预测作用.

目的 了解二三级公立医院护士职业价值观现状,探讨护士职业价值观的影响因素,为提升护士职业价值观提供建议.方法 利用一般资料调查表和本土化护士职业价值观量表(NPVS-R)对黑龙江省6所三级公立医院和4所二级公立医院的525名护士进行问卷调查.结果 二三级公立医院护士职业价值观总体得分为(96.95±17.34)分,人类尊严维度均分最高为3.90分,行动主义维度均分最低为3.64分;二三级公立医院护士职业价值观得分差异有统计学意义(P＜0.05);多因素分析结果显示,月夜班次数、学历、婚姻状况是护士职业价值观的影响因素.结论 二三级公立医院护士职业价值观总体较为积极;学校和医院应强化职业价值观教育,引导护士树立正确职业价值观;护理管理者要关注个体差异,采取针对性策略提升护士职业价值观水平.

Objective To understand nurses' evaluation of the magnetism nursing work environment and their quit intention,in order to provide references for hospital nursing team stability and healthy working environment creation.Methods Applying the Essentials of Magnetism Instrument Ⅱ and Turn over Intention Questionnaire to investigate 660 nurses in five tertiary hospitals in Harbin.Results (1) The total score of nurses for the magnetism nursing work environment evaluation was (289.38±29.47).The score of nurses for quit intention was (2.25±0.65).(2) There was statistically significant difference among nurses of different degrees and different departments in evaluating the magnetism nursing work environment (P＜0.05).(3) The nurse of magnetism nursing work environment evaluation and quit intention had a significant negative correlation (P＜0.01).The dimensionalities of control of nursing practice,rational allocation of the nurse,manager's support and cultural values were the main factors to influencing the nurse quit.Conclusion The nurses have a lower satisfaction to nursing work environment and higher turnover intention.And nursing work environment of tertiary hospitals needs to be improved.In addition,managers should pay attention to development of low education nurses and pediatric nurses.Managers also should take corresponding measures to create a healthy work environment,and to increase job satisfaction.

目的 研究护理人员团队合作、工作能力、团队绩效现状及其之间相关性.方法 采用方便式抽样法,对某三级甲等综合医院40个科室的护理团队进行护理团队合作、工作能力、团队绩效问卷调查.结果 目标医院护理人员团队合作得分为(4.00±0.24)分,团队绩效得分为(4.37±0.32)分,护理人员工作能力得分为(40.55±4.65)分;工作能力评分为差的有3人(0.75％),中等73人(18.25％),良好213人(53.25％),优秀111人(27.75％).团队合作下各维度与团队绩效之间均呈高度正相关,团队合作能够解释团队绩效24.9％的变异量(t=3.55,P＜0.05).工作能力得分与团队绩效及其各维度均呈正相关,不同工作能力的护理人员与其所在团队绩效及其任务绩效、满意度、发展能力3个维度差异具有统计学意义(F=667.03,P＜0.05).结论 护理人员团队合作各维度、工作能力、与团队绩效之间均呈正相关,护理人员团队合作状况、工作能力水平能够影响其所在团队绩效.

Objective To explore the mediating role of organizational commitment between transformational leadership/transactional leadership and nurses job satisfaction.Methods Selecting 800 nurses from 4 hospitals in Harbin City to carry out a questionnaire survey,which includes MLQ,OCQ and MMSS.Results Results of correlation analysis indicated that transformational leadership was positively related to organizational commitment and job satisfaction (r=0.466,P＜0.01;r=0.377 P＜0.01) and transactional leadership was positively reated to organizational commitment and job satisfaction (r=0.383,P＜0.01;r=0.197,P＜0.01),moreover,organizational commitment was positively related to job satisfaction (r=0.404,P＜0.01).Hierarchical regression analysis and Bootstrap analysis suggested that organizational commitment played a partial mediating role in the relationship between transformational leadership and job satisfaction,and the mediating effect was 0.139;however,organizational commitment played a complete mediating role in the relationship between transactional leadership and job satisfaction.Conclusion Different leaderships have different effects on job satisfaction.Transformational eadership is more conducive to job satisfaction than transactional leadership.In addition,improving nurses' organizational commitment is an effective way to improve their job satisfaction.

Objectives:To analyze the related factors of nosocomial infection management,improve the quality and the ability of nosocomial infection management and to provide some evidence for nosocomial infection prevention.Methods:Multiple classification logistic regression by SAS 9.1 was used to analyze data and find out main influence factors.Results:It showed that leader's attendance,daily work of clinical staff and the situation for wearing protective equipment had a statistical significance on the level of nosocomial infection management.Conclusions:The above 3 factors can give some reference for effectively improving nosocomial infection management.