[1]何梅 陈霞 万丽 张亚清.延迟退休视角下护士长职业生涯后期转型阶段的体验及自我重塑需求[J].中国卫生质量管理,2024,31(09):068-72.[doi:10.13912/j.cnki.chqm.2024.31.9.13]
　HE Mei,CHEN Xia,WAN Li.Experience and Self-Reshaping Needs of Head Nurse in the Transition Stage of Their Late Career from the Perspective of Delayed Retirement[J].Chinese Health Quality Management,2024,31(09):068-72.[doi:10.13912/j.cnki.chqm.2024.31.9.13]
点击复制

延迟退休视角下护士长职业生涯后期转型阶段的体验及自我重塑需求()
分享到：

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

卷:
第31卷
期数:
2024年09期
页码:
068-72
栏目:
护理质量
出版日期:
2024-09-15

文章信息/Info

Title:
Experience and Self-Reshaping Needs of Head Nurse in the Transition Stage of Their Late Career from the Perspective of Delayed Retirement
作者:
何梅 陈霞 万丽 张亚清
电子科技大学医学院附属绵阳医院（绵阳市中心医院）
Author(s):
HE Mei; CHEN Xia; WAN Li
Mianyang Central Hospital,School of Medicine,University of Electronic Science and Technology of China
关键词:
护士长; 延迟退休; 职业生涯规划; 护理人力资源; 身份建构理论; 护理管理
Keywords:
Head Nurse; Delayed Retirement; Career Planning; Nursing Human Resource; Identity Process Theory; Nursing Management
分类号:
R47
DOI:
10.13912/j.cnki.chqm.2024.31.9.13
文献标志码:
A
摘要:
目的了解延迟退休背景下护士长职业生涯后期转型阶段的体验及自我重塑需求，为护理人力资源管理提供参考。方法于2024年1月-2月，采用目的抽样法选取某区域医疗中心已离任转岗或即将离任的14名护士长进行半结构访谈，运用主题分析法对访谈资料进行分析。结果确定了3个主题和8个子主题，分别为职业认同中心性、身份威胁（尊严感和价值感削弱、自我效能感知差异、归属感变化、岗位意义感知变化、延续和传承的责任、区别性待遇）、应对策略偏好（积极应对自我重塑、制度支持需求）。结论离任是一种不受欢迎的职业生涯中断，需要个人和医疗机构共同关注，协同营造“离任转型友好医院”文化氛围。
Abstract:
ObjectiveTo investigate the experience and self-reshaping needs of head nurse at the later stage of career transformation under the background of delayed retirement, and to provide reference for nursing human resource management. MethodsFrom January to February 2024, 14 former or outgoing head nurses from a regional medical center were selected by purpose sampling method for semi-structured interview, and the interview data were analyzed by subject analysis method.ResultsThree themes and eight sub-themes were identified, namely, occupational identity centrality, identity threat (weakened sense of dignity and value, differences in self-efficacy perception, changes in belonging, changes in perceived job meaning, continuous and inherited responsibilities, and differential treatment), and coping strategy preference (positive response to self-reshaping and institutional support needs). Conclusion Leaving the positior of head nurse is an unwelcome career break that requires the attention of individuals and healthcare organizations to work together to create a "departing transition friendly" hospital culture.

参考文献/References:

［1］国家统计局.第七次全国人口普查主要数据公布［EB/OL］.（2021-05-11）［2024-02-07］.http://www.stats.gov.cn/xxgk/sjfb/zxfb2020/202105/t20210511_1817195.html.［2］中共中央国务院.国家积极应对人口老龄化中长期规划［EB/OL］.（2019-11-21）［2024-02-07］.http://www.gov.cn/zhengce/2019-11/21/content_5454347.htm.［3］中共中央国务院.中共中央关于制定国民经济和社会发展第十四个五年规划和二〇三五年远景目标的建议［EB/OL］.（2020-11-03）［2024-02-07］.http://www.gov.cn/zhengce/2020-11/03/content_5556991.htm.［4］陈雪如,王冬梅.护士长离任后岗位流向意愿及原因分析［J］.护理学杂志,2010,25(13):29-30.［5］SOUSA-RIBEIRO M, LINDFORS P, KNUDSEN K.Sustainable working life in intensive care: a qualitative study of older nurses［J］.Int J Environ Res Public Health,2022,19(10):6130.［6］龚 红,张小玲,彭 姗.知识型老年员工人力资本异质性对其再职业选择影响研究:来自研究型大学的经验证据［J］.科技进步与对策,2017,34(13):153-160.［7］ONYURA B,BOHNEN J,WASYLENKI D,et al.Reimagining the self at late-career transitions: how identity threat influences academic physicians’ retirement considerations［J］.Acad Med,2015,90(6):794-801.［8］刘治君,章 成,任 勇,等.公立医院中层干部胜任力培训体系构建与实践［J］.中国卫生质量管理,2022,29(4):99-103.［9］郭 琴,吴修建.护士长循证实践中的实施领导力现状调查及影响因素分析［J］.护士进修杂志,2023,38(5):442-449.［10］BOYLE PA.The second act: seeking best practices for encore worker management［J］.Gerontologist,2020,60(6):466-476.［11］张美琪.不礼貌视域下医患互动中的语用身份建构［D］.哈尔滨:黑龙江大学,2022.［12］EASTERBROOK M,VIGNOLES VL.Different groups, different motives: identity motives underlying changes in identification with novel groups［J］.Pers Soc Psychol Bull,2012,38(8):1066-1080.［13］VIGNOLES VL,REGALIA C,MANZI C,et al.Beyond self-esteem: influence of multiple motives on identity construction［J］.J Pers Soc Psychol,2006,90(2):308-333.［14］陈向明.质的研究方法与社会科学研究［M］.北京:教育科学出版社,2001:50,402－404．［15］STEEN GJ,DORST AG,HERRMANN JB,et al.A method for linguistic metaphor identification: from MIP to MIPVU［M］.Amsterdam NL: John Benjamins,2010:10-16．［16］兰文霞,白剑英,聂小娟.规范化培训护士专业生活品质在自我效能感与心理韧性间的中介效应探究［J］.中国卫生质量管理,2023,30(12):54-58.［17］田小荣,田艳妮.手术室男护士职业认同与工作压力、生活质量的相关性研究［J］.中国卫生质量管理,2021,28(3):51-55.［18］孟雯琪.临床护士职业认同现状及影响因素的混合性研究［D］.济南:山东中医药大学,2023.［19］徐龙华.三级甲等医院护士职业认同与工作投入的相关性研究［D］.南京:南京中医药大学,2016.［20］马莉,王清,陈雁.护理管理者胜任力模型在新任护士长培训中的应用与效果评价［J］.中国护理管理,2017,17(12):1635-1639. ［21］CAIN JM,FELICE ME,OCKENE JK, et al.Meeting the late-career needs of faculty transitioning through retirement: one institution’s approach［J］.Acad Med,2018,93(3):435-439.［22］阳义南,张在冉.实施延迟退休对企业组织与员工的影响、共因及引导政策［J］.北京航空航天大学学报(社会科学版),2023,36(3):123-132.

更新日期/Last Update: 2024-09-15