PDF下载

[1]武伟刘轩辰于建星王芹胡伟郝振华沈江波.山东省21所医疗机构劳务派遣护士工作投入现状及影响因素研究[J].中国卫生质量管理,2026,33(2):47-52.[doi:10.13912/j.cnki.chqm.2026.33.2.10]
　WU Wei,LIU Xuanchen,YU Jianxing.Research on the Current Status and Influencing Factors of Work Engagement Among Labor-Dispatch Nurses in 21 Medical Institutions in Shandong Province[J].Chinese Health Quality Management,2026,33(2):47-52.[doi:10.13912/j.cnki.chqm.2026.33.2.10]

点击复制

山东省21所医疗机构劳务派遣护士工作投入现状及影响因素研究

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R] 卷: 33 期数: 2026年2期页码: 47-52 栏目: 护理质量出版日期: 2026-02-15

Title:: Research on the Current Status and Influencing Factors of Work Engagement Among Labor-Dispatch Nurses in 21 Medical Institutions in Shandong Province

作者:: 武伟刘轩辰于建星王芹胡伟郝振华沈江波; 临沂市中心医院

Author(s):: WU Wei; LIU Xuanchen; YU Jianxing; Linyi Central Hospital

关键词:: 劳务派遣护士; 工作投入; 职业认同; 组织认同; 离职意愿

Keywords:: Labor-Dispatch Nurses; Work Engagement; Professional Identity; Organizational Identity; Turnover Intention

分类号:: R47

DOI:: 10.13912/j.cnki.chqm.2026.33.2.10

文献标志码:: A

摘要:: 目的调查劳务派遣护士工作投入现状，分析影响因素，为医院管理者制订干预措施提供参考。方法选取山东省21所二级及以上医疗机构的691名劳务派遣护士作为研究对象，采用一般资料调查表、护士职业认同感评定量表、组织认同感测评量表、工作投入测评量表、离职意愿量表进行问卷调查。结果劳务派遣护士工作投入得分为（50.74±6.84）分，工作投入与职业认同水平、组织认同水平呈正相关，与离职意愿呈负相关。组织认同在职业认同与工作投入间的中介效应显著（β=0.509，P＜0.001），占总间接效应的97.9%；离职意愿在职业认同与工作投入间的中介效应不显著（P＞0.05）。结论山东省21所医疗机构劳务派遣护士工作投入处于较高水平，组织认同在职业认同与工作投入间的中介效应显著，离职意愿虽未起中介作用，但仍与工作投入呈负相关。医院管理者应采取干预措施提升劳务派遣护士的组织认同水平，增强其职业认同感，同时降低其离职意愿，从而提高其工作投入水平。

Abstract:: ObjectiveTo investigate the current status of work engagement among labor-dispatch nurses, analyze influencing factors, and provide references for hospital administrators to develop intervention measures. MethodsA total of 691 labor-dispatch nurses from 21 secondary and above medical institutions in Shandong Province were selected as the study subjects. Questionnaires, including a general information form, the Nurses’ Professional Identity Scale, the Organizational Identity Scale, the Work Engagement Scale, and the Turnover Intention Scale, were administered. ResultsThe total score for work engagement among labor-dispatch nurses was (50.74 ± 6.84). Work engagement was positively correlated with levels of professional identity and organizational identity and negatively correlated with turnover intention. The mediating effect of organizational identity between professional identity and work engagement was significant (β=0.509, P<0.001), accounting for 97.9% of the total indirect effect. The mediating effect of turnover intention between professional identity and work engagement was not significant (P>0.05).Conclusion The work engagement of labor-dispatch nurses in 21 medical institutions in Shandong Province is at a relatively high level. Organizational identity has a significant mediating effect between professional identity and work engagement. Although turnover intention does not play a mediating role, it remains negatively correlated with work engagement. Hospital administrators should implement interventions to enhance the organizational identity and professional identity of labor-dispatch nurses while reducing their turnover intention, thereby improving their work engagement levels.

参考文献/References:

［1］丁倩,吴静,史亚伟,等.江苏省二级及以上医疗机构护理人力资源现况调查及发展对策建议［J］.黑龙江医学,2025,49(16):2003-2005. ［2］王慧卿,王舒扬,刘东明.不同用工形式护士工作不安全感与工作投入关系研究［J］.中国医院管理,2016,36(3):74-76.［3］蔡壮,邵静,许冬梅,等.精神专科医院男护士工作投入与反刍思维、自我和谐的相关性研究［J］.中国卫生质量管理,2023,30(6):19-24.［4］徐凤霞,邬燕平,黄叶莉.我国护士情感领域能力对工作投入的影响［J］.解放军护理杂志,2022,39(3):36-39,61.［5］陈佳静,郑长茂,张朵妤,等.低年资护士职业认同感、社会支持与体面劳动感知关系研究［J］.当代护士(下旬刊),2025,32(4):116-120.［6］陈秋云,骆婉容,鲁才红,等.品格优势在临床护士组织认同与工作绩效间的中介效应分析［J］.护理学杂志,2023,38(11):73-76.［7］曾春艳,黄金,何晓璐.养老护理员离职意愿研究进展［J］.全科护理,2023,21(27):3790-3794.［8］李萍,刘艳星,曹新妹.精神科护士职业认同现状与工作投入的相关性调查［J］.上海护理,2019,19(2):57-59.［9］吴少红,潘凤琴.二级医院护士组织认同在绩效考核公平感和工作投入间的中介效应研究［J］.当代护士(上旬刊),2025,32(6):149-153.［10］WEI H,HORSLEY L,CAO Y,et al.The associations among nurse work engagement, job satisfaction, quality of care, and intent to leave: a national survey in the United States［J］. Int J Nurs Sci,2023,10(4):476-484.［11］洪建娣,傅强.公立医院高层次人才引进的战略思考和路径选择——基于双因素理论和社会认同理论［J］.中国医院管理,2018,38(12):91-92.［12］魏嘉.职业压力对护理人员主观幸福感的影响：职业倦怠的中介作用和职业认同的调节作用［D］.南昌:南昌大学,2023.［13］王静.医疗护理员心理契约、工作满意度与离职意愿的相关性研究［D］.太原:山西医科大学, 2022.［14］王雪雅,贾琪,茅宁莹.基于心理契约理论的兼职药品检查员出检意愿影响因素实证研究［J］.中国新药与临床杂志,2024,43(5):354-359.［15］刘玲,郝玉芳,刘晓虹.护士职业认同评定量表的研制［J］.解放军护理杂志,2011,28(3):18-20.［16］MAEL FA,ASHFORTH BE.Identifying organizational identification［J］.Educ Psychol Meas,1992, 52(4):813-824.［17］SCHAUFELI WB,BAKKER AB,SALANOVA M.The measurement of work engagement with a short questionnaire: a cross-national study［J］.Educ Psychol Meas,2006,66(4):701-716.［18］张轶文,甘怡群.中文版Utrecht工作投入量表(UWES)的信效度检验［J］.中国临床心理学杂志,2005，13(3):268-270，281.［19］MICHAELS CE,SPECTOR PE.Causes of employee turnover: a test of the mobley, griffeth, hand, and meglino model［J］.J Applied Psycho,1982,67(1):53-59.［20］李经远,李栋荣.矩阵式组织结构下角色冲突,组织承诺,离职意愿关连性研究——以工业技术研究院员工为例［J］.中华管理学报,2003,4(1):21-44.［21］张骞楠,史丽娜,李傲霜.精神科护士职业倦怠与道德困境、工作投入及应对方式的相关性［J］.新乡医学院学报,2025,42(1):36-40,46.［22］吴晶晶,郭方舟,熊海燕,等.心理弹性在病区护士情绪劳动与工作投入及职业倦怠间中介作用［J］.昆明医科大学学报,2024,45(10):179-188.［23］李延菲,杨爱军.泰安市儿科护士组织气氛、职业认同与工作投入的关系研究［J］.循证护理,2023,9(23):4330-4335.［24］吴思婷,王春立,王莉,等.儿童血液肿瘤科护士护理缺失现状及影响因素研究［J］.中国卫生质量管理,2024,31(1):38-43.［25］林静,郭朋飞,刘蓓蓓,等.基于心理契约理论的契约干预对护士科研行为、心理契约及职业倦怠感的影响［J］.国际护理学杂志,2022,41(7):1173-1175.

相似文献/References:

[1]王海燕何梅李希西喻明成.规范化培训护士岗位管理实践[J].中国卫生质量管理,2019,26(01):61.[doi:10.13912/j.cnki.chqm.2019.26.1.19]

更新日期/Last Update: 2026-02-15