组织信任对临床护士差序氛围感知和工作满意度间的中介与调节效应

潘莘莘; 苏翔逸; 柳琼; 戴璇璇; 陈朝红

doi:10.16766/j.cnki.issn.1674-4152.003008

组织信任对临床护士差序氛围感知和工作满意度间的中介与调节效应

doi: 10.16766/j.cnki.issn.1674-4152.003008

1.
温州医科大学附属第一医院甲状腺外科，浙江温州 325000
2.
温州医科大学附属第一医院ICU
3.
温州医科大学附属第一医院乳腺外科
4.
温州医科大学附属第一医院心胸外科

基金项目:

浙江省医药卫生科技计划项目 2019RC204

温州市基础性科研项目 Y20220513

详细信息

通讯作者:
陈朝红，E-mail: pan5556656@163.com

中图分类号: R471
计量
- 文章访问数: 394
- HTML全文浏览量: 178
- PDF下载量: 9
- 被引次数: 0
出版历程
- 收稿日期: 2022-10-17

The perceived climate of team Cha-xu and its influence on job satisfaction in clinical nurses: the mediating and moderating effect of organizational trust

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

摘要

摘要: 目的探讨临床护士差序氛围感知现状，及其对工作满意度的影响，并分析组织信任在其中所起的作用，以期为临床护理管理工作提供一定的参考和依据。方法使用方便抽样，于2021年6—10月选取浙江省温州市2所三甲医院的433名临床护士作为研究对象。使用基本资料调查表、差序氛围感知量表、护士工作满意度量表和组织信任量表调查其差序氛围感、工作满意度和组织信任感。使用Amos 17.0软件建立结构方程模型图进行中介效应检验，使用分层回归分析进行调节效应检验。结果差序氛围感知总分为(40.31±7.45)分，条目均分为(3.67±0.68)分；工作满意度总分为(51.11±8.63)分，条目均分为(3.41±0.58)分；组织信任总分为(50.21±9.39)分，均分为(3.86±0.72)分。差序氛围感知可通过组织信任的中介作用间接影响工作满意度，中介效应值为-0.14，占总效应的31.1%。组织信任在差序氛围感知和工作满意度间具有调节作用(ΔR²=0.067，P < 0.01)。结论医院管理者应帮助护理管理人员形成良好的管理风格或领导风格，降低临床护士的差序氛围感知，重视与一线临床护士的深度联结，通过干预提升护士的组织信任感，以提高其工作满意度及临床护理服务质量。
- 临床护士 /
- 差序氛围感知 /
- 工作满意度 /
- 组织信任
Abstract: Objective To explore the current status of the perceived climate of team Cha-xu in clinical nurses and its influence on job satisfaction, and to analyze the role of organizational trust between them, in order to provide a certain reference and basis for clinical nursing management. Methods A total of 433 clinical nurses were recruited by convenience sampling from 2 tertiary hospitals in Wenzhou, Zhejiang Province, between June and October 2021. The basic information questionnaire, perceived climate of team Cha-xu scale, the nurses ' job satisfaction scale (Chinese Version) and organizational trust scale were used in the investigation. A structural equation model was constructed using Amos 17.0 software to test for mediation effect, and hierarchical regression analysis was used to test for moderating effects. Results The total scores of perceived climate of team Cha-xu, job satisfaction and organizational trust were 40.31±7.45, 51.11±8.63 and 50.21±9.39 respectively, and the item mean scores were 3.67±0.68, 3.41±0.58 and 3.86±0.72 respectively. Organizational trust mediated between the perceived climate of team Cha-xu and job satisfaction, with a mediation effect of -0.14, accounting for 31.1% of the total effect. Organizational trust was also a moderator in the relationship between perceived climate of team Cha-xu and job satisfaction (ΔR²=0.067, P < 0.01). Conclusion Hospital managers should help nursing managers to form a good management style or leadership style, reduce the perception of team Cha-xu, pay attention to deep connection with clinical nurses, enhance nurses ' sense of organizational trust through intervention, and improve their job satisfaction and the quality of clinical nursing service.
- Clinical nurses /
- Perceived climate of team Cha-xu /
- Job satisfaction /
- Organizational trust
利益冲突 无

HTML全文

图 1 修正后的中介效应结构方程模型图

Figure 1. The corrected mediation effect structural equation model

下载: 全尺寸图片幻灯片

表 1 临床护士差序氛围感知、工作满意度和组织信任得分(x±s，分)

Table 1. The scores of perceived climate of team Cha-xu, job satisfaction and organizational trust of Clinical nurse(x±s, points)

项目	总分	条目均分
差序氛围感知	40.31±7.45	3.67±0.68
相互依附	22.48±4.04	3.75±0.67
偏私对待	10.85±1.88	3.62±0.63
亲信角色	7.00±1.19	3.51±0.59
工作满意度	51.11±8.63	3.41±0.58
工作中的人际关系	17.61±3.09	3.53±0.61
工作状态	33.58±5.32	3.36±0.53
组织信任	50.21±9.39	3.86±0.72
同事信任	15.87±2.91	3.97±0.73
领导信任	15.50±2.87	3.87±0.71
组织信任	18.68±3.47	3.73±0.69

下载: 导出CSV

表 2 修正后的结构方程模型拟合指标

Table 2. The fit index of corrected structural equation model

项目	χ²/df	SRMR	GFI	AGFI	NFI	IFI	TLI	CFI	RMSEA
修正模型	2.833	0.042	0.935	0.918	0.962	0.959	0.944	0.951	0.049
参考范围	1~5	< 0.05	>0.90	>0.90	>0.90	>0.90	>0.90	>0.90	< 0.08
注：χ²/df为相对卡方；SRMR为标准化均方根残差；GFI为拟合优度指数；AGFI为调整拟合优度指数；NFI为规范拟合指数；IFI为增量拟合指数；TLI为Tucker-Lewis指数；CFI为比较拟合指数；RMSEA为近似误差均方根。

下载: 导出CSV

表 3 组织信任在差序氛围感知和工作满意度间的调节效应分析(n=433)

Table 3. Analysis of the adjustment effect of organizational trust between perceived climate of team Cha-xu and job satisfaction(n=433)

项目	工作满意度(Y)
项目	模型一	模型二	模型三	模型四
控制变量
年龄	0.071	0.064	0.042	0.018
性别	0.122^a	0.103^a	0.085	0.067
科室-大内科	0.033	0.027	0.016	0.009
科室-大外科	0.049	0.041	0.029	0.014
工作年限	0.088	0.063	0.052	0.030
文化程度	-0.075	-0.066	-0.040	-0.022
聘用方式	-0.239^b	-0.216^b	-0.199^b	-0.176^b
主效应(X)
差序氛围感知		-0.297^b	-0.265^b	-0.237^b
调节变量(M)
组织信任			0.354^b	0.311^b
调节效应
差序氛围感知与组织信任交互				-0.217^b
R²值	0.072	0.178	0.296	0.363
ΔR²值	0.072	0.106	0.118	0.067
F值	5.398^b	10.172^b	16.384^b	21.228^b
注：^aP < 0.05;^bP < 0.01。

下载: 导出CSV

参考文献(19)

[1]	张丽萍, 成萍萍, 张玫. 三甲医院护士差序氛围感知与工作疏离感的相关性研究[J]. 护理学杂志, 2022, 37(20): 81-83. https://www.cnki.com.cn/Article/CJFDTOTAL-HLXZ202220021.htm ZHANG L P, CHENG P P, ZHANG M. Relationship between chaxu atmosphere and work alienation of nurses[J]. Journal of Nursing Science, 2022, 37(20): 81-83. https://www.cnki.com.cn/Article/CJFDTOTAL-HLXZ202220021.htm
[2]	马伟, 苏杭. 差序氛围感知对员工创新行为的影响[J]. 科技进步与对策, 2020, 37(21): 136-143. doi: 10.6049/kjjbydc.2019090077 MA W, SU H. The Influence of the Perceived Climate of Team Cha-Xu on Employee Innovation Behavior[J]. Science&Technology Progress and Policy, 2020, 37(21): 136-143. doi: 10.6049/kjjbydc.2019090077
[3]	曾琦, 刘昕. 差序氛围背景下员工采取逢迎策略的作用机制: 一个被调节的链式中介模型[J]. 经济与管理研究, 2022, 43(6): 129-144. https://www.cnki.com.cn/Article/CJFDTOTAL-JJYG202206009.htm ZENG Q, LIU X. The Mechanism of Employee Ingratiation Strategy in the Context of Chaxu Climate -A Moderated Chain Mediation Model[J]. Research on Economics and Management, 2022, 43(6): 129-144. https://www.cnki.com.cn/Article/CJFDTOTAL-JJYG202206009.htm
[4]	李晓丹, 张诗怡, 赵体玉, 等. 专业自我概念在硕士学历护士工作满意度与离职意愿间的中介效应[J]. 中华护理杂志, 2021, 56(7): 1038-1043. doi: 10.3761/j.issn.0254-1769.2021.07.013 LI X D, ZHANG S Y, ZHAO T Y, et al. The mediating effect of professional self-concept between job satisfaction and turnover intention among nurses with master's degree[J]. Clin J Nurs, 2021, 56(7): 1038-1043. doi: 10.3761/j.issn.0254-1769.2021.07.013
[5]	苏涛, 邓思璐, 关铭琪, 等. 差序式领导双面效应的元分析研究[J]. 管理学报, 2022, 19(12): 1801-1810. https://www.cnki.com.cn/Article/CJFDTOTAL-GLXB202212008.htm SU T, DENG S L, GUAN M Q, et al. A meta-analysis of the two-side effect of differential leader on subordinates[J]. Chinese Journal of Management, 2022, 19(12): 1801-1810. https://www.cnki.com.cn/Article/CJFDTOTAL-GLXB202212008.htm
[6]	刘姝玉. 组织支持感对员工工作投入的影响研究—基于组织信任的中介作用[D]. 南宁: 广西大学, 2018. LIU S Y. The study of impact of perceived organizational support on job involvement-the mediation effect of organizational trust[D]. Nanning: Guangxi University, 2018.
[7]	韩娟, 陈东莉, 王敏娜, 等. 三甲医院ICU护士社会阻抑与离职意愿间的相关性: 反刍思维的中介作用[J]. 中华全科医学, 2019, 17(3): 508-510, 514. doi: 10.16766/j.cnki.issn.1674-4152.000720 HAN J, CHEN DL, WANG MN, et al. Social undermining and turnover intention in ICU nurses of tertiary hospital: the mediating effect of rumination[J]. Chinese Journal of General Practice, 2019, 17(3): 508-510, 514. doi: 10.16766/j.cnki.issn.1674-4152.000720
[8]	LOES C N, TOBIN M B. Organizational trust, psychological empowerment, and organizational commitment among licensed practical nurses[J]. Nurs Adm Q, 2020, 44(2): 179-187. doi: 10.1097/NAQ.0000000000000414
[9]	张慧南. 团队差序氛围对知识型员工建言行为的影响机制研究[D]. 秦皇岛: 燕山大学, 2018. ZHANG H N. Research on the influence mechanism of atmosphere of the "error routione" of work team on knowledge staff voice behaviors[D]. Qinhuangdao: Yanshan University, 2018.
[10]	陆虹. 用因子分析测量"护士工作满意度量表"的结构效度[J]. 护士进修杂志, 2007(11): 975-977. https://www.cnki.com.cn/Article/CJFDTOTAL-FSJX200711007.htm LU H. Study for the construct validity of measuring the of the nurses' job satisfaction by factor analysis by using "Nurse's working satisfaction Scale"[J]. J Nurs Train, 2007(11): 975-977. https://www.cnki.com.cn/Article/CJFDTOTAL-FSJX200711007.htm
[11]	陈景刚. 国企员工组织信任知觉、公平感与组织公民行为关系研究[D]. 成都: 西南交通大学, 2006. CHEN J G. Research on the relationship between organizational trust, organizational justice and organizational citizenship behavior[D]. Chengdu: Southwest Jiaotong University, 2006.
[12]	陈程, 陈方方, 刘晓宇, 等. 大学生神经质与抑郁的关系: 人际关系敏感和性别的作用[J]. 中国健康心理学杂志, 2020, 28(7): 1095-1100. https://www.cnki.com.cn/Article/CJFDTOTAL-JKXL202007032.htm CHEN C, CHEN FF, LIU XY, et al. Neuroticism and depression in undergraduate: effect of interpersonal sensitivity and gender[J]. China Journal of Health Psychology, 2020, 28(7): 1095-1100. https://www.cnki.com.cn/Article/CJFDTOTAL-JKXL202007032.htm
[13]	耿梦欣. 组织公平感对离职倾向的影响: 相对剥夺感和权力距离的作用[D]. 漳州: 闽南师范大学, 2019. GENG M X. The impact of organizational justice on turnover intention: the role of relative deprivation and power distance[D]. Zhangzhou: Minnan Normal University, 2019.
[14]	童丹, 冯志仙. 护士长领导力与护士工作满意度的相关性研究[J]. 护理与康复, 2021, 20(1): 27-31. https://www.cnki.com.cn/Article/CJFDTOTAL-HLKF202101008.htm TONG D, FENG Z X. Research on the correlation between head nurses' leadership and nurses' job satisfaction[J]. Nursing and rehabilitation, 2021, 20(1): 27-31. https://www.cnki.com.cn/Article/CJFDTOTAL-HLKF202101008.htm
[15]	汤小丽, 陈利敏, 董芬, 等. 职业韧性在工作负荷与护士情绪衰竭间的调节作用[J]. 中华全科医学, 2022, 20(5): 890-893. doi: 10.16766/j.cnki.issn.1674-4152.002480 TANG X L, CHEN L M, DONG F, et al. The moderating role of career resilience on the relationship between workload and emotional exhaustion[J]. Chinese Journal of General Practice, 2021, 20(1): 27-31. doi: 10.16766/j.cnki.issn.1674-4152.002480
[16]	KO Y, YU S, JEONG S H. Effects of nursing power and organizational trust on nurse's responsiveness and orientation to patient needs[J]. Nurs Open, 2020, 7(6): 1807-1814.
[17]	武鹏, 段艳芹, 张梅, 等. 三级甲等医院护理组织信任现状及其影响因素研究[J]. 牡丹江医学院学报, 2019, 40(2): 138-141. https://www.cnki.com.cn/Article/CJFDTOTAL-MDJB201902046.htm WU P, DUAN Y Q, ZHANG M, et al. Study on the trust status of nursing organizations in tertiary hospitals[J]. Journal of MuDanJiang Medical University, 2019, 40(2): 138-141. https://www.cnki.com.cn/Article/CJFDTOTAL-MDJB201902046.htm
[18]	任宇东, 王毅杰. 工作环境、工作意义与工作满意度: 基于中国城镇居民工作环境调查的分析[J]. 中国劳动, 2019(8): 25-40. https://www.cnki.com.cn/Article/CJFDTOTAL-LDKX201908003.htm REN Y D, WANG Y J. Working environment, working significance and job satisfaction-based on the analysis of the working environment survey of Chinese urban residents[J]. China Labor, 2019(8): 25-40. https://www.cnki.com.cn/Article/CJFDTOTAL-LDKX201908003.htm
[19]	陈永佳. 差序领导对员工幸福感的影响机制研究[D]. 广州: 广州大学, 2022. CHEN Y J. The influence mechanism of differential leadership on emplyee well-being[D]. Guangzhou: Guangzhou University, 2022.