论文部分内容阅读
目的:探讨医护人员敬业度、组织支持感与离职倾向的关系。方法:于2019年5月，采用随机抽样方法抽取天津市某三级甲等医院的600名医护人员，应用《盖洛普Q12调查表》、《组织支持感量表》和《离职倾向量表》进行问卷调查，敬业度和组织支持感与离职倾向之间的相关性用Person相关分析和回归分析，多因素分析用多元逐步线性回归。结果:医护人员敬业度、组织支持感、离职倾向总均分分别为（2.18±0.56）、（3.48±0.72）、（2.71±0.67）分，医护人员敬业度与组织支持感成正相关（n r=0.674，n P<0.01），敬业度、组织支持感与离职倾向均呈负相关（n r=-0.416、-0.487，n P<0.05）。医护人员敬业度和组织支持感均是离职倾向的影响因素（n F=54.673、81.558，n P<0.01）。组织支持感在敬业度和离职倾向之间起部分中介的作用（n P<0.01）。n 结论:医护人员的敬业度和组织支持感于离职倾向有关。“,”Objective:To explore the relationship between medical staff's engagement, perceived organizational support and turnover intention.Methods:In May 2019, 600 medical and nursing staff from a tertiary hospital in Tianjin were selected by random sampling method. The questionnaire survey was conducted by using Gallup Q12 questionnaire, perceived organizational support scale and turnover intention scale. The correlation between engagement, organizational support and turnover intention was analyzed by person correlation analysis and regression analysis, and multivariate stepwise linear analysis was used for multiple factor analysis Return.Results:the total average scores of engagement, sense of organizational support and turnover intention were (2.18±0.56) , (3.48±0.72) and (2.71±0.67) respectively. There was a positive correlation between engagement and perceived organizational support (n r=0.674, n P<0.01) , and negatively correlated with turnover intention (n R=-0.416, -0.487, n P<0.05) . The factors of turnover intention were engagement and organizational support (F=54.673, 81.558,n P<0.01) . Perceived organizational support partially mediated the relationship between engagement and turnover intention (n P<0.01) .n Conclusion:The engagement and organizational support of medical staff are related to turnover intention.