静脉治疗专科护士资质过剩感对工作投入的影响机制研究-现代医学

静脉治疗专科护士资质过剩感对工作投入的影响机制研究

单位：1. 贵州医科大学护理学院, 贵州贵阳 550025;
2. 广州市红十字会医院消化内科, 广东广州 510220;
3. 广州市红十字会医院肝胆外科, 广东广州 510220;
4. 广州市红十字会医院胃肠外科, 广东广州 510220;
5. 广州市红十字会医院肿瘤内科, 广东广州 510220

关键词：静疗专科护士资质过剩感组织支持感绩效趋近目标导向工作投入链式中介效应

分类号：R471

出版年·卷·期（页码）：2023·51·第六期（811-818）

摘要：

目的：探讨资质过剩感对工作投入的影响机制及组织支持感与绩效趋近目标导向的链式中介作用。方法：采用一般资料调查表、资质过剩感量表、组织支持感量表、绩效趋近目标导向量表和工作投入量表对广东省293名静疗专科护士进行调查，并进行中介效应分析。结果：静疗专科护士资质过剩感均分为(2.32±0.66)分，组织支持感均分为(3.72±0.57)分、绩效趋近目标导向均分为(3.69±0.66)分，工作投入均分为(5.10±0.90)分。中介效应分析显示，静疗专科护士资质过剩感和工作投入之间中介效应成立，总的中介效应为67.16%；组织支持感和绩效趋近目标导向及二者的链式中介效应分别占总效应的57.11%、5.19%、4.85%。结论:资质过剩感可直接影响静疗专科护士的工作投入水平，并通过组织支持感和绩效趋近目标导向的链式中介效应间接对工作投入产生影响。护理管理者应重视资质过剩感的消极影响，通过营造支持性工作环境，引导静疗专科护士树立绩效趋近目标导向，以进一步提高工作投入水平。

Objective: To explore the influence mechanism of perceived overqualification on work engagement and the chain mediating role of perceived organizational support and performance approaching goal orientation. Methods: A total of 293 certified registered nurses of infusion in Guangdong province were investigated using general information questionnaire, scale of perceived overqualification, perceived organizational support scale, performance approaching goal orientation scale and work engagement scale, and the mediating effect was analyzed. Results: The average score of perceived overqualification of the certified registered nurse of infusion was 2.32±0.66, the average score of perceived organizational support was 3.72±0.57, the average score of performance approaching goal orientation was 3.69±0.66, and the average score of work engagement was 5.10±0.90. The analysis of mediating effect showed that the mediating effect between the perceived overqualification and work engagement of certified registered nurses of infusion was established, and the total mediating effect was 67.16%. The perceived organizational support and performance approaching goal orientation and their chain mediating effects accounted for 57.11%, 5.19% and 4.85% of the total effects, respectively. Conclusion: The perceived overqualification can directly affect the work engagement level of certified registered nurse of infusion, and directly affect the level of work engagement through the chain mediating effect of the perceived organizational support and performance approaching goal orientation. Nursing managers should pay attention to the negative impact of perceived overqualification, and guide certified registered nurse of infusion to build performance approaching goal orientation by creating a supportive work environment, so as to further improve the level of work engagement.

参考文献：

[1] 南锐伶,裴菊红,韩春彦,等.我国静疗专科护士培养的研究进展[J].中国医药导报,2020,17(6):44-47.
[2] KATO Y,CHIBA R,SHIMAZU A.Work engagement and the validity of job demands-resources model among nurses in Japan:a literature review[J].Workplace Health Saf,2021,69(7):323-342.
[3] DA SILVA G,CABRERA E M S,GAZETTA C E,et al.Engagement in primary health care nurses:a cross-sectional study in a Brazilian city[J].Health Nurs,2020,37(2):169-177.
[4] MAYNARD D C,JOSEPH T A,MAYNARDA M.Underemployment,job attitudes,and turnover intentions[J].J Organ Behav,2006,27(4):509-536.
[5] GUO Y F,FAN J Y,LAM L,et al.Associations between perceived overqualification,transformational leadership and burnout in nurses from intensive care units:a multicentre survey[J].J Nurs Manag,2022,30(7):3330-3339.
[6] RHOADES L,EISENBERGER R.Perceived organizational support:a review of the literature[J].J Appl Psychol,2002,87(4):698-714.
[7] 王俊,刘玮楚,米洁,等.重庆市抗击新型冠状病毒肺炎一线护士组织支持感、心理资本与工作投入现状及其相关性研究[J].护理研究,2020,34(17):3068-3073.
[8] DWECK C S,LEGGETT E L.A social-cognitive approach to motivation and personality[J].Psychol Rev,1988,95(2):256-273.
[9] 姚海欣,李文玉,徐晓微,等.组织支持感对研究生护士资质过剩感的影响研究[J].中华全科医学,2022,20(3):503-506.
[10] 李朋波,陈黎梅,褚福磊,等.我是高材生：资质过剩感及其对员工的影响[J].心理科学进展,2021,29(7):1313-1330.
[11] 邹晓春,何金爱,严加洁,等.广东省静疗专科护士使用现状调查[J].护士进修杂志,2016,31(11):1021-1023.
[12] 丁炎明,吴欣娟,肖艳艳,等.我国53316名专科护士职业发展情况调查研究[J].中华护理杂志,2020,55(2):182-186.
[13] 孙振球.徐勇勇.医学统计学[M].北京：人民卫生出版社,2014:239.
[14] 杨纯.资质过剩对员工工作形塑及工作脱离行为影响研究[D].杭州:浙江大学,2014.
[15] 潘小华.组织支持感与护士工作倦怠的研究[D].上海:复旦大学,2011.
[16] VANDEWALLE D.Development and validation of a work domain goal orientation instrument[J].Educ Psychol Meas,1997,57(6):995-1015.
[17] SCHAUFELI W B,BAKKER A B,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] 李金波,许百华,陈建明.影响员工工作投入的组织相关因素研究[J].应用心理学,2006,12(2):176-181.
[19] 韩娟,马佳佳,陈东莉,等.相对剥夺感在ICU护士资质过剩感与工作幸福感中的中介与调节作用[J].护理学杂志,2021,36(20):68-72.
[20] 罗亚丽,雷海棠,常玉霞,等.护士组织支持感与工作投入关系:负性情绪的中介作用[J].实用预防医学,2021,28(7):860-863.
[21] LOWE M A,PRAPANJAROENSIN A,BAKITAS M A,et al.An exploratory study of the influence of perceived organizational support,coworker social support,the nursing practice environment,and nurse demographics on burnout in palliative care nurses[J].J Hosp Palliat Nurs,2020,22(6):465-472.
[22] GEGENFURTHER A,KÖNINGS K D,KOSMAJAC N,et al.Voluntary or mandatory training participation as a moderator in the relationship between goal orientations and transfer of training[J].Int J Train Dev,2016,20(4):290-301.
[23] 阮婷,胡丹,李静娴,等.医护人员职业倦怠心理干预效果评价及影响因素分析[J].现代医学,2022,50(10):1263-1268.
[24] 肖爽,赵庆华.PICC专科护士工作动机、自我效能与工作投入的关系研究[J].中华现代护理杂志,2020,26(12):1587-1591.
[25] 覃慧,吴金凤,王婷,等.江苏省专科护士工作投入现状及影响因素调查分析[J].护理学杂志,2022,37(11):53-56.
[26] CHEN G,TANG Y,SU Y.The effect of perceived over-qualification on turnover intention from a cognition perspective[J].Front Psychol,2021,12:699-715.
[27] 寇丽,尚红玲.护士组织创新氛围对创新行为的影响——基于护士长领导风格的中介分析[J].现代医学,2021,49(1):95-99.
[28] 张亚军,尚古琦,张军伟,等.资质过剩感与员工工作绩效:心理权利的视角[J].管理评论,2019,31(12):194-206.
[29] 马跃如,郭小闻.组织支持感、心理授权与工作投入——目标导向的调节作用[J].华东经济管理,2020,34(4):120-128.
[30] CROSBY F.Relative deprivation in organizational settings[J].Res Organ Behav,1984,6:51-93.
[31] ZHENG J,WU G.Work-family conflict,perceived organizational support and professional commitment:a mediation mechanism for Chinese project professionals[J].Int J Environ Res Public Health,2018,15(2):344.

服务与反馈：

【文章下载】【发表评论】【查看评论】【加入收藏】

提示：您还未登录，请登录！点此登录