组织支持感对研究生护士资质过剩感的影响研究

姚海欣; 李文玉; 徐晓微; 陈瑜

doi:10.16766/j.cnki.issn.1674-4152.002387

组织支持感对研究生护士资质过剩感的影响研究

doi: 10.16766/j.cnki.issn.1674-4152.002387

1.
温州医科大学附属第一医院消化内科，浙江温州 325000
2.
温州医科大学附属第一医院心脏监护室，浙江温州 325000
3.
温州医科大学附属第一医院护理部，浙江温州 325000

基金项目:

浙江省医药卫生科技计划项目 2019KY455

温州市科技局项目 Y20180391

详细信息

通讯作者:
徐晓微，E-mail：xxw198525@163.com

中图分类号: R192.6
计量
- 文章访问数: 306
- HTML全文浏览量: 127
- PDF下载量: 5
- 被引次数: 0
出版历程
- 收稿日期: 2021-06-23
- 网络出版日期: 2022-08-13

Influence of perceived organisational support on overqualification in postgraduate nurses

1.
Gastroenterology Department, the First Affiliated Hospital of Wenzhou Medical University, Wenzhou, Zhejiang 325000, China

摘要

摘要: 目的探讨研究生护士的资质过剩感、组织支持感和公平敏感性现状，以及三者之间的关系，以期为研究生护士的管理工作提供一定的参考依据。方法采用便利抽样于2020年5—9月选取206名浙江省5所三甲医院硕士及以上学位的研究生护士作为研究对象。使用一般资料调查表、资质过剩量表、护士组织支持感量表和公平偏好问卷进行问卷调查。使用多元线性分层回归分析公平敏感性在组织支持感与资质过剩感之间的调节效应。结果研究生护士的资源过剩感得分为(31.11±6.79)分；组织支持感得分为(49.29±9.68)分，各维度得分从高到低依次为情感性支持和工具性支持；公平敏感性得分为(56.22±11.17)分，各维度得分从高到低依次为奉献和酬赏。一般资料中的收入满意度、最高学位培养方式和年龄进入回归方程，可影响研究对象的资质过剩感；公平敏感性在组织支持感和资质过剩感的关系中具有调节效应(β=0.186，ΔR²=0.075，P＜0.001)。结论医院管理者应完善组织支持体系，对研究生护士实施个性化管理，为其提供更多的展示和学习机会，对于偏好酬赏的临床护士，应让其更多感受到来自组织和领导的良性支持和正性评价，降低其资质过剩感。
- 研究生护士 /
- 资质过剩感 /
- 公平敏感性 /
- 组织支持感
Abstract: Objective To explore the current status of overqualification, perceived organisational support and equity sensitivity and their relationship in postgraduate nurses, and to provide a certain reference for the management of graduate nurses. Methods A total of 206 graduate nurses with master's degree or above were selected from five tertiary hospitals in Zhejiang Province between May and September 2020 by convenience sampling. The basic data questionnaire, 9-item Scale of Perceived Overqualification, Perceived Organizational Support Scale for Nurses and Equity Preference Questionnaire were used in the investigation. Multiple linear hierarchical regression was used to analyse the moderating effect of equity sensitivity between perceived organisational support and overqualification. Results The scores of overqualification and perceived organisational support were (31.11±6.79) points and (49.29±9.68) points, with dimension score from high to low are emotional and instrumental support, and the scores of equity sensitivity was (56.22±11.17) points, with dimension score from high to low are dedication and reward. The income satisfaction, the highest degree cultivation model and age in the basic data could affect the overqualification. The equity sensitivity had a moderating effect in the relationship between organisational support and overqualification (β=0.186, ΔR²=0.075, P < 0.001). Conclusion Hospital managers should improve the organisational support system, implement individualised management of graduate nurses, provide them with more opportunities for display and study, let nurses who prefer rewards feel more benign support and positive evaluation from organisations and leaders, and reduce their sense of overqualification.
- Postgraduate nurses /
- Overqualification /
- Equity sensitivity /
- Perceived organisational support

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表 1 研究对象资质过剩感、组织支持感和公平敏感性现状(x±s，分)

Table 1. The current status of overqualification, perceived organizational support and equity sensitivity in participants (x±s, points)

项目	得分	条目均分
资质过剩感	31.11±6.79	3.45±0.75
组织支持感	49.29±9.68	3.78±0.73
情感性支持	38.71±7.21	3.86±0.75
工具性支持	10.23±2.15	3.42±0.71
公平敏感性	56.62±11.17	3.51±0.69
奉献	29.95±5.62	3.74±0.70
酬赏	26.67±5.57	3.28±0.68

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表 2 不同特征研究对象资质过剩感得分比较分析

Table 2. Comparative analysis of overqualification in participants with different characteristics

项目	人数(%)	得分(x±s，分)	统计量	P值
年龄(岁)
≤30	57(27.7)	32.88±6.68	4.569^a	0.011
31~40	103(50.0)	31.07±6.55
＞40	46(22.3)	29.00±6.20
职务
无	128(62.1)	32.71±6.54	-4.674^b	＜0.001
有	78(37.9)	28.48±6.15
人事关系
在编	122(59.2)	29.90±6.06	3.339^b	0.001
合同制	84(40.8)	32.86±6.38
收入满意度
满意	40(19.4)	28.68±6.44	5.535^a	0.005
一般	115(55.8)	31.02±6.40
不满意	51(24.8)	33.21±6.61
科室
护理部	35(17.0)	29.12±5.83	6.239^a	0.002
临床科室	149(72.3)	31.02±6.20
其他部门	22(10.7)	34.85±6.39
第一学历院校
985/211	68(33.0)	32.76±6.54	3.876^a	0.022
普通高校	127(61.7)	30.43±6.22
中职技术学校	11(5.3)	28.77±5.99
最高学位培养方式
全日制	124(60.2)	32.50±6.72	-3.797^b	＜0.001
在职	82(39.8)	29.00±6.31
录取类别
非定向	164(79.6)	31.75±6.56	-2.871^b	0.005
定向/委培	42(20.4)	28.60±6.29
最高学位前工作时间(年)
≤3	103(50.0)	32.41±6.67	5.823^a	0.004
3~5	60(29.1)	30.74±6.26
≥6	43(20.9)	28.51±5.81
注：^a为F值, ^b为t值。表中仅列出P＜0.05的自变量。

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表 3 公平敏感性在组织支持感和资质过剩感间的调节作用分析

Table 3. The moderating effects of equity sensitivity between perceived organizational support and overqualification

模型	变量	B	SE	β	t值	P值	R²值	ΔR²值	F值	ΔF显著性
模型一	收入满意度	-6.116	1.564	-0.320	-3.911	＜0.001	0.192	0.192	9.242	＜0.001
	最高学位培养方式	2.345	0.804	0.276	2.917	0.005
	年龄	-2.674	1.020	-0.228	-2.623	0.016
模型二	收入满意度	-6.596	1.749	-0.272	-3.772	＜0.001	0.365	0.173	20.221	＜0.001
	最高学位培养方式	2.068	0.735	0.203	2.813	0.006
	年龄	-3.987	1.782	-0.184	-2.238	0.035
	组织支持感	-0.864	0.323	-0.370	-2.678	0.013
	公平敏感性	-1.856	0.709	-0.298	-2.614	0.018
模型三	收入满意度	-5.331	1.689	-0.223	-3.156	0.003	0.440	0.075	29.348	＜0.001
	最高学位培养方式	1.597	0.716	0.172	2.229	0.036
	年龄	-1.745	0.805	-0.162	-2.169	0.040
	组织支持感	-1.004	0.386	-0.318	-2.600	0.019
	公平敏感性	-1.679	0.654	-0.282	-2.567	0.022
	组织支持感×公平敏感性交互项	0.693	0.315	0.186	2.203	0.038

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