安徽省肿瘤科护士职业召唤现状及影响因素分析

沈明; 钱志刚

doi:10.16766/j.cnki.issn.1674-4152.002436

安徽省肿瘤科护士职业召唤现状及影响因素分析

doi: 10.16766/j.cnki.issn.1674-4152.002436

沈明^{1, 2},
钱志刚^3, ,

1.
晋江市医院胸外科，福建泉州 362000
2.
蚌埠医学院研究生院，安徽蚌埠 233030
3.
蚌埠医学院发展规划处，安徽蚌埠 233030

基金项目:

安徽省质量工程教学研究重点项目 2016jyxm0666

详细信息

通讯作者:
钱志刚, E-mail: qianzg666@sina.com

中图分类号: R473.73 R197.32
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- 文章访问数: 139
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- 被引次数: 0
出版历程
- 收稿日期: 2021-05-24
- 网络出版日期: 2022-08-20

Career calling and its influencing factors amongst oncology nurses in Anhui Province

SHEN Ming^{1, 2},
QIAN Zhi-gang^{3
, ,}

1.
Department of Thoracic Surgery, Jinjiang City Hospital, Quanzhou, Fujian 36200, China

摘要

摘要: 目的调查肿瘤科护士职业召唤现状，剖析其影响因素，为提高肿瘤科护士职业召唤水平提供参考。方法于2020年2—6月期间采用两阶段抽样法，第一阶段按典型抽样法选取12所三级甲等综合医院；第二阶段按整群抽样法，确定440名符合纳入标准的肿瘤科护士作为研究对象。运用一般资料调查表、职业召唤量表及护士工作满意度量表进行调查。结果肿瘤科护士职业召唤总分为(42.01±8.08)分，均分为(3.50±0.67)分，工作满意度均分为(3.37±0.62)分；独立样本t检验和单因素方差分析显示，性别、不同年龄段、人事状况、工作年限、个人年收入和单程通勤时间得分比较，差异有统计学意义(均P＜0.05)；回归分析结果显示女性、工作年限2~5年、年收入4万~8万和单程通勤时间耗费1.0~1.5 h为影响职业召唤水平的主要因素；Pearson相关分析分析显示，肿瘤科护士职业召唤与工作满意度均分(r=0.660，P＜0.01)及各维度(均P＜0.01)呈正相关关系。结论安徽省肿瘤科护士职业召唤水平居于中等，护士的性别、工龄、收入和通勤均会影响职业召唤水平。建议在精神层面上，开展职业召唤培训，树立客观职业观；在客观物质上，建立合理薪酬体系，施行人性化弹性排班；在职业发展上，坚持公平原则，增加学习晋升机会。以期能满足肿瘤科护士自我实现需要，激发职业召唤感，提升工作满意度。
- 肿瘤 /
- 护士 /
- 职业召唤 /
- 工作满意度
Abstract: Objective To investigate the career calling of oncology nurses and its influencing factors, and to provide reference for improving the level of career calling of oncology nurses. Methods A two-stage sampling method was adopted from February 2020 to June 2020. In the first stage, 12 tertiary and first-class general hospitals were selected according to the typical sampling method. In the second stage, 440 oncology nurses who met the inclusion criteria were selected as the study subjects by cluster sampling. General data questionnaire, calling scale and McCloskey/Mueller Satisfaction Scale were used. Results The total score of career calling of oncology nurses was (42.01±8.08) points, the average score was (3.50±0.67) points, and the job satisfaction was (3.37±0.62) points. The t-test of two independent samples and one-way analysis of variance showed that there were statistically significant differences amongst different age groups, personnel status, working years, personal annual income and one-way commuting time scores (all P < 0.05). Regression analysis results showed that female, working years of 2-5 years, annual income of 40 000-80 000 yuan and one-way commuting time of 1.0-1.5 h were the main factors affecting career calling level, which accounted for 8.7% of the variation. Pearson correlation analysis showed that the career calling of oncology nurses was positively correlated with the average score of job satisfaction (r=0.660, P < 0.01) and each dimension (all P < 0.01). Conclusions The career calling level of oncology nurses in Anhui Province is medium, and gender, length of service, income and commuting of nurses all affect the career calling level. Suggestions: on the spiritual level, career calling training should be carried out, and objective occupational outlook should be established; on objective material, a reasonable salary and flexible scheduling system should be established; on career development, the principle of fairness should be adhered, and the opportunities for learning and promotion should be increased. In order to meet the self-realisation needs of oncology nurses, the sense of career calling should be stimulated, and job satisfaction should be improved.
- Oncology /
- Nurses /
- Career calling /
- Job satisfaction

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表 1 不同特征护士职业召唤得分比较

Table 1. Comparison of vocational summoning scores of nurses with different characteristics

项目	类别	人数(%)	职业召唤得分(x±s，分)	统计量	P值
性别	男性	7(1.72)	33.00±7.16	-3.004^a	0.003
	女性	399(98.28)	42.17±8.01
年龄(岁)	< 25	72(17.73)	39.60±9.29	3.835^b	0.010
	26~35	251(61.82)	42.13±7.76
	36~45	57(14.04)	43.11±6.20
	> 45	26(6.40)	45.08±9.75
学历	中专	12(2.96)	42.83±10.35	1.459^b	0.225
	大专	94(23.15)	42.21±8.31
	本科	296(72.91)	42.02±7.86
	硕士及以上	4(0.99)	33.75±10.18
职务	护士	383(94.33)	41.95±8.04	0.367^b	0.545
	护士长	23(5.67)	43.00±8.88
职称	护士	93(22.91)	41.13±7.74	1.299^b	0.274
	护师	213(52.46)	42.11±8.17
	主管护师	98(24.14)	42.44±8.14
	副主任护师	2(0.49)	51.00±9.90
人事状况	正式在编	32(7.88)	38.63±8.53	3.077^b	0.047
	合同聘用	350(86.21)	42.29±7.98
	其他	24(5.91)	42.42±8.26
所在科室	肿瘤内科	189(46.55)	41.53±7.37	1.922^b	0.076
	肿瘤外科	62(15.27)	42.45±8.64
	放疗科	47(11.58)	42.19±7.86
	血液肿瘤科	30(7.39)	43.87±9.28
	肿瘤妇科	17(4.19)	46.41±6.07
	肿瘤综合科	8(1.97)	44.88±4.61
	其他	53(13.05)	40.13±9.67
工作年限(年)	< 2	88(21.67)	41.09±6.63	2.635^b	0.034
	2~5	66(16.26)	39.89±9.34
	6~10	139(34.24)	42.39±8.7
	11~20	70(17.24)	43.01±6.31
	> 20	43(10.59)	44.26±8.57
个人年收入(万)	< 4	69(17.00)	42.33±9.54	3.367^b	0.010
	4~8	207(50.99)	40.82±7.74
	8~12	107(26.35)	43.59±7.44
	12~16	22(5.42)	43.77±7.48
	> 16	1(0.25)	57.00±0.00
每月夜班数(个)	0	43(10.59)	43.49±7.19	1.282^b	0.280
	1~3	58(14.29)	41.31±8.67
	4~6	181(44.58)	42.46±6.91
	≥7	124(30.54)	41.15±9.52
单程通勤时间(h)	< 0.5	259(63.79)	42.51±7.46	5.665^b	0.001
	0.5~1.0	124(30.54)	42.19±8.30
	1.0~1.5	20(4.93)	35.70±11.57
	> 1.5	3(0.74)	33.67±0.58
注：^a为t值，^b为F值。

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表 2 变量赋值方法

Table 2. Variable assignment method

项目	赋值方法
性别	男性=0，女性=1
年龄	< 25岁=0，26~35岁=1，36~45岁=2， > 45年=3
人事状况	以“正式在编”为参照，设置哑变量：合同聘用=(0, 1)，其他=(1, 0)
工作年限	< 2年=0，2~5年=1，6~10年=2，11~20年=3， > 20年=4
个人年收入	< 4万=0，4~8万=1，8~12万=2，12~16万=3， > 16万=4
单程通勤时间	< 0.5 h=0，0.5~1.0 h=1，1.0~1.5 h=2， > 1.5 h=3

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表 3 肿瘤科护士职业召唤影响因素多元逐步线性回归分析结果

Table 3. Multivariate stepwise linear regression analysis results of the influencing factors of occupational calling of nurses in oncology department

自变量	B	SE	B'	t值	P值
性别(女性)	9.867	2.971	0.159	3.321	0.001
工作年限(2~5年)	-2.533	1.045	-0.116	-2.424	0.016
个人年收入(4万~8万)	-2.775	0.771	-0.172	-3.599	< 0.001
单程通勤时间(1.0~1.5 h)	-7.009	1.773	-0.188	-3.954	< 0.001

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表 4 肿瘤科护士职业召唤水平和工作满意度相关性

Table 4. Correlation between job calling level and job satisfaction among oncology nurses

条目	r值	P值
工作满意度	0.660	< 0.001
福利待遇	0.510	< 0.001
排班	0.606	< 0.001
家庭和工作的平衡	0.568	< 0.001
同事间的关系	0.422	< 0.001
社交机会	0.551	< 0.001
职业发展的机会	0.497	< 0.001
工作被表扬和认可	0.564	< 0.001
对工作的控制和责任	0.617	< 0.001

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