临床护士去人格化现状及影响因素
The current situation and influencing factors of depersonalization in clinical nurses
董越娟 1魏华 1陈妍 2丁敬艳 3王永革4
作者信息
- 1. 河南护理职业学院护理系,安阳 455000
- 2. 福建省立医院护理部,福州 350001
- 3. 安阳地区医院护理部,安阳 455000
- 4. 安阳市人民医院急诊科,安阳 455000
- 折叠
摘要
目的 探讨临床护士去人格化现状,分析工作场所无礼行为感知、侵入性反刍和负性评价恐惧对去人格化的影响.方法 于2019年5月,采用抓取随机球的方法,确定河南省、福建省的10个采样城市,采用分层抽样方法,抽取22所三级甲等医院、23所二级甲等医院的临床护士作为研究对象.采用《工作场所无礼行为量表》《事件相关反刍量表》《简版负性评价恐惧量表》《工作倦怠量表》进行问卷调查.共纳入1 200名护士,发放和回收1 200份问卷,有效问卷1 159份,问卷回收有效率96.6％.采用t检验、单因素方差分析比较临床护士去人格化得分的人口学特征差异,用Bootstrap分析工作场所无礼行为感知、侵入性反刍、负性评价恐惧对护士去人格化的影响.结果 临床护士去人格化得分为(9.3± 2.6)分,其中有去人格化症状者467人(40.3％).工龄3年以下护士去人格化得分[(10.5±2.9)分]大于工龄3～10年和11～31年护士的得分[(9.1±2.8)、(9.0±2.9)分],月收入3 000元以下护士去人格化得分[(10.1±2.8)分]大于月收入 3 000～7 999 元和 8 000～12 000 元护士的得分[(8.4±2.7)、(8.0±2.9)分],手术科室护士去人格化得分[(10.0±2.9)分]大于非手术科室护士的得分[(8.7±2.6)分],三级甲等医院护士去人格化得分[(10.0±2.7)分]大于二级甲等医院护士的得分[(8.6±2.8)分],差异均有统计学意义(P＜0.05).工作场所无礼行为感知通过侵入性反刍、负性评价恐惧的单独中介作用以及侵入性反刍-负性评价恐惧的链式中介作用影响临床护士的去人格化(β=0.16、0.17、0.07,95％CI:0.15～0.20、0.15～0.21、0.03～0.09,P＜0.05).结论 工作场所无礼行为感知直接或通过侵入性反刍或负性评价恐惧的单独中介效应,以及侵入性反刍与负性评价恐惧的链式中介效应影响临床护士的去人格化.
Abstract
Objective To investigate the depersonalization status and to analyze the effect of workplace incivility perception,intrusive rumination and fear of negative evaluation on depersonalization in clinical nurses.Methods In May 2019,10 cities were selected as sampling cities by the method of grabbing random ball in Henan Province and Fujian Province.Using the stratified sampling,clinical nurses were selected as the research objects for a questionnaire survey in 22 tertiary hospitals and 23 secondary hospitals,included 1200 nurses.A total of 1200 questionnaires were issued and collected,and 1159 valid questionnaires were collected with effective recovery of 96.6％.Clinical nurses were investigated by Workplace Incivility Scale,Event Related Rumination Inventory,Fear of Negative Evaluation Scale,Maslach Burnout Inventory-General Survey.The demographic characteristics of nurses'depersonalization were compared and analyzed with t test and single factor analysis of variance.The influence mechanism of workplace incivility perception,intrusive rumination and fear of negative evaluation on depersonalization was analyzed with Bootstrap.Results Depersonalization scores were(9.3±2.6)points,467 of those had depersonalization symptoms in clinical nurses(40.3％).The scores of depersonalization of those with＜3 years of service[(10.5±2.9)points]was higher than those with 3-10 years[(9.1±2.8)points]and 11-31 years[(9.0±2.9)points].The scores of depersonalization of those with monthly earning of＜3000 yuan[(10.1±2.8)points]was higher than those with 3000-7999 yuan[(8.4±2.7)points]and 8000-12000 yuan[(8.0±2.9)points].The scores of depersonalization of clinical nurses in surgical departments[(10.0±2.9)points]was higher than those in non-surgical departments[(8.7±2.6)points].The scores of depersonalization of clinical nurses in tertiary hospitals[(10.0±2.7)points]was higher than those in secondary hospitals[(8.6±2.8)points].The differences were statistically significant(P＜0.05).Workplace incivility perception affected depersonalization through the single mediating role of intrusive rumination,fear of negative evaluation and the chain mediating role of intrusive rumination and fear of negative evaluation(β=0.16,0.17,0.07,95％CI:0.15-0.20,0.15-0.21,0.03-0.09,P＜0.05).Conclusion Workplace incivility perception directly or through the independent mediating effects of intrusive rumination or fear of negative evaluation,and the chain mediating effects of intrusive rumination and fear of negative evaluation influences the depersonalization of clinical nurses.
关键词
护士/去人格化/倦怠/工作场所无礼行为/侵入性反刍/负性评价恐惧Key words
Nurses/Depersonalization/Burnout/Workplace incivility/Intrusive rumination/Fear of negative evaluation引用本文复制引用
基金项目
河南省高等学校重点科研项目(23B330006)
河南省教育厅人文社会科学研究项目(2024-ZDJH-587)
出版年
2024
NETL
NSTL
万方数据