贵阳市三级甲等医院ICU护士隐性缺勤现状及影响因素分析

职业与健康 ›› 2024, Vol. 40 ›› Issue (12): 1626-1631.

贵阳市三级甲等医院ICU护士隐性缺勤现状及影响因素分析

岳果林¹, 常玲², 黎张双子¹, 孙念梅¹

1.贵州医科大学附属医院护理部,贵州贵阳 550000;
2.贵阳市妇幼保健院,贵州贵阳 550000

收稿日期:2023-09-19 修回日期:2023-10-23 出版日期:2024-06-15 发布日期:2026-03-13
通信作者: 孙念梅,主任护师,E-mail：2412319488@qq.com
作者简介:岳果林,男,护师,主要从事临床护理工作。
基金资助:
贵阳市科技计划项目（[2019]9-1-27）

Analysis on current situation and influencing factors of presenteeism among ICU nurses in grade-A tertiary hospitals in Guiyang City

YUE Guolin¹, CHANG Ling², LIZHANG Shuangzi¹, SUN Nianmei¹

1. Nursing Department, Affiliated Hospital of Guizhou Medical University, Guiyang Guizhou, 550000, China;
2. Guiyang Maternal and Child Health Care Hospital, Guiyang Guizhou, 550000, China

Received:2023-09-19 Revised:2023-10-23 Online:2024-06-15 Published:2026-03-13
Contact: SUN Nianmei,Chief nurse,E-mail：2412319488@qq.com

摘要/Abstract

摘要： 目的调查贵阳市三级甲等医院重症监护室（intensive care unit,ICU）护士隐性缺勤现状及影响因素分析,为减少ICU护士隐性缺勤行为提供参考依据。方法采取便利抽样法,于2022年12月—2023年2月选取贵阳市3所三级甲等医院的264名ICU护士为调查对象,采用一般资料调查表、中文版斯坦福隐性缺勤量表、中国护士工作压力源量表、职业生涯状况评价量表对其进行问卷调查,并对数据进行分析。结果贵阳市三级甲等医院ICU护士隐性缺勤总分为（15.10±5.26）分,整体处于较高水平。高隐性缺勤组约52.65%。工作压力源总分为（93.77±23.66）分,职业生涯总分为（82.48±13.56）分,均处于中度水平;ICU护士工作压力源总分与隐性缺勤总分呈正相关（r=0.555,P<0.01）;职业生涯状况总分与隐性缺勤总分呈负相关（r=-0.517,P<0.01）;工作年限、工作压力及组织承诺是ICU护士隐性缺勤的重要影响因素（均P<0.05）。结论贵阳市三级甲等医院ICU护士隐性缺勤水平较高,护理管理者应针对其工作年限、工作压力及组织承诺等主要影响因素进行干预,以降低ICU护士隐性缺勤水平。

关键词: 重症监护室护士, 隐性缺勤, 工作压力, 职业生涯, 影响因素

Abstract: Objective To investigate the current situation and influencing factors of the presenteeism among intensive care unit（ICU） nurses in grade-A tertiary hospitals in Guiyang City,and provide reference for reducing presenteeism behavior among ICU nurses. Methods Using the convenience sampling method,264 ICU nurses from 3 grade-A tertiary hospitals in Guiyang City were selected as the research objects from December 2022 to February 2023. The general information questionnaire,the Chinese version of the Stanford hidden absence scale,the China nurses’ job stressor scale and career status evaluation scale were used to conduct a questionnaire survey,and the data were analyzed. Results The total score of presenteeism of ICU nurses in grade-A tertiary hospitals in Guiyang City was （15.10±5.26）points,which was generally at a high level. The high presenteeism group was about 52.65%. The total score of job stressors was （93.77±23.66）points and the total score of career was （82.48±13.56）points,both of which were at a moderate level. The total score of job stressors for ICU nurses was positively correlated with the total score of presenteeism（r=0.555,P<0.01）,the total score of career status was negatively correlated with the total score of presenteeism（r=-0.517,P<0.01）. Working years,job stressors and organizational commitment were important factors affecting the presenteeism of ICU nurses. Conclusion The level of presenteeism among ICU nurses in grade-A tertiary hospitals in Guiyang City is relatively high,and nursing managers should intervene based on the main influencing factors such as working years,job stressors and organizational commitment to reduce the level of presenteeism among ICU nurses.

Key words: Intensive care unit nurses, Presenteeism, Job stressors, Career, Influencing factors

中图分类号:

R181.3⁺1

岳果林, 常玲, 黎张双子, 孙念梅. 贵阳市三级甲等医院ICU护士隐性缺勤现状及影响因素分析. [J]职业与健康, 2024, 40(12): 1626-1631.

YUE Guolin, CHANG Ling, LIZHANG Shuangzi, SUN Nianmei. Analysis on current situation and influencing factors of presenteeism among ICU nurses in grade-A tertiary hospitals in Guiyang City. [J]OCCUPATION AND HEALTH, 2024, 40(12): 1626-1631.

参考文献

[1] FIORINI L,HOUDMONT J,GRIFFITHS A.Nurses' illness perceptions during presenteeism and absenteeism[J].Occup Med(Lond),2020,70(2):101-106.
[2] CASSIE F.Nursing research finds presenteeism steps up risk of missed care[J].Nurs Rev,2014,14(6):12.
[3] MDZINISO B T.Analysis of sickness presenteeism prevalence among nurses working in selected health facilities in Swaziland[D],Durban:University of KwaZulu-Natal,2016.
[4] SANTOS H,MARZIALE M,FELLI V.Presenteeism and musculoskeletal symptoms among nursing professionals[J].Rev Lat Am Enfermagem,2018,26:e3006-e3017.
[5] 曾玉莲. 护士共情疲劳、工作投入、心理资本与隐性缺勤的相关性研究[D].广州:广州中医药大学,2021.
[6] 任伟,陈玲,刘珊,等.儿科护士隐性缺勤现状及影响因素调查分析[J].护理学杂志,2019,34(20):64-67.
[7] RAINBOW J,GILBREATH B,STEEGE L.How to Know if You're Really There:An Evaluation of Measures for Presenteeism in Nursing[J].J Occup Environ Med,2019,61(2):e25-e32.
[8] RAINBOW J,DUDDING K,BETHEL C.A Qualitative Study Describing Nurses' Experiences With Presenteeism[J].J Nurs Adm,2021,51(3):135-140.
[9] 孙秀梅,保晶,许静,等.ICU护士心理资本与隐性缺勤的相关性研究[J].护理学报,2019,26(7):70-73.
[10] RAINBOW J,DRAKE D,STEEGE L.Nurse health,work environment,presenteeism and patient safety[J].West J Nurs Res,2020,42(5):332-339.
[11] 吴丽,赵方方,彭梦云,等.国外关于护士隐性缺勤的研究进展及启示[J].中国护理管理,2019,19(10):1518-1521.
[12] 朱童,蒋伟,曾智慧,等.职业认同在ICU护士职业生活质量和隐性缺勤间的中介作用[J].职业与健康,2020,36(4):496-501.
[13] 梁馨之,孙运波,尤薇,等.ICU护士职业倦怠与隐性缺勤的相关性研究[J].中国护理管理,2017,17(7):933-937.
[14] KOOPMAN C,PELLETIER K,MURRAY J,et al.Stanford presenteeism scale:health status and employee productivity[J].J Occup Environ Med,2002,44(1):14-20.
[15] 赵芳,戴俊明,颜士勇,等.健康生产力受损量表(SPS-6)中文版的信度和效度研究[J].中华劳动卫生职业病杂志,2010,28(9):679-682.
[16] 李小妹,刘彦君.护士工作压力源及工作疲溃感的调查研究[J].中华护理杂志,2000,35(11):4-8.
[17] WHEELER H,RIDING R.Occupational stress in general nurses and midwives[J].Br J Nurs,1994,3(10):527-534.
[18] GRAY-TOFT P A,ANDERSON J G.Stress among hospital staff:It cause and effects[J].Soc Sci Med A,1981,15(5):639-647.
[19] 何要柳. 护士出勤主义行为与工作压力源和健康生产力受损的相关性研究[D].昆明:昆明医科大学,2022.
[20] 童天. 职业生涯发展与规划[M].北京:知识出版社,2006:5-6.
[21] 商临萍,许佳佳.太原市339名护理人员职业生涯状况及其影响因素的调查分析[J].中华护理杂志,2010,45(8):736-738.
[22] 刘晓丽,贾平,温贤秀,等.我国ICU护士隐性缺勤现状及影响因素分析[J].护理学报,2022,29(16):1-5.
[23] 吴丽,赵方方,彭梦云,等.304名临床护士隐性缺勤现状及影响因素分析[J].护理学报,2020,27(17):45-49.
[24] MARTINEZ L,FERREIRA A.Sick at work:presenteeism among nurses in a Portuguese public hospital[J].Stress Health,2012,28(4):297-304.
[25] VAN DER HEIJDEN B,BROWN MAHONEY C,XU Y.Impact of job demands and resources on nurses' burnout and occupational turnover intention towards an age-moderated mediation model for the nursing profession[J].Int J Environ Res Public Health,2019,16(11):2011-2033.
[26] PUNCHIK B,TKACHEVA O,RUNIKHINA N,et al.Ageism among physicians and nurses in Russia[J].Rejuvenation Res,2021,24(4):297-301.
[27] RICHARD S,BIERLA I,HUVER B.New Evidence on Absenteeism and Presenteeism[J].Int J Hum Resour Man,2013,24(7),1536-1550.
[28] UMANN J,GUIDO L A,SILVA R.Stress,coping and presenteeism in nurses assisting critical and potentially critical patients[J].Rev Esc Enferm Usp,2014,48(5):891-898.
[29] RAINBOW J,GILBREATH B,STEEGE L.Risky business:A Mediated model of antecedents and consequences of presenteeism in nursing[J].Nurs Res,2021,70(2):85-94.
[30] DHAINI S,ZÚÑIGA F,AUSSERHOFER D,et al.Absenteeism and presenteeism among care workers in swiss nursing homes and their association with psychosocial work environment:A multi-site cross-sectional study[J].Gerontology,2016,62(4):386-395.
[31] GRAF E,CIGNACCO E,ZIMMERMANN K,et al.Affective organizational commitment in swiss nursing homes:A cross-sectional study[J].Gerontologist,2016,56(6):1124-1137.
[32] 姬响华,王文华,郭凯娜,等.儿科护士隐性缺勤与磁性护理工作环境,心理授权的相关性分析[J].中华现代护理杂志,2020,26(12):1597-1602.
[33] 徐文翠,刘明曦,任霄凌,等.三甲医院ICU护士工作压力与社会支持的相关性研究[J].中国医院管理,2018,38(8):70-71,80.
[34] AKGERMAN A,SÖNMEZ B.The relationship between trust in first-line nurse managers and organizational commitment[J].Int Nurs Rev,2020,67(2):183-190.
[35] BAEK H,HAN K,RYU E.Authentic leadership,job satisfaction and organizational commitment:The moderating effect of nurse tenure[J].Int Nurs Rev,2019,27(8):1655-1663.
[36] POMAKI G,FRANCHE R,MURRAY E,et al.Workplace-based work disability prevention interventions for workers with common mental health conditions:A review of the literature[J].J Occup Rehabil,2012,22(2):182-195.
[37] MRAYYAN M.Nurses' views on hospital organizational characteristics[J].Nurs Forum,2019,54(4):650-660.
[38] ALASEERI R,RAJAB A,BANAKHAR M.Do personal differences and organizational factors influence nurses' decision making? A qualitative study[J].Nurs Rep,2021,11(3):714-727.
[39] SOUESME G,FERRAND C.What is an autonomy supportive environment in geriatric care units? Focus group interviews with healthcare professionals[J].Int J Older People Nurs,2019,14(1):e12221-e12232.
[40] 崔延泽,吴禹飞,赵璐,等.组织承诺在领导行为与护士工作满意度间的中介效应研究[J].中国医院管理,2018,38(6):61-63.