南充市6所三级综合医院急诊科医务人员工作场所心理暴力、组织承诺与离职意愿的相关分析

摘要/Abstract

摘要： 目的调查南充市三级甲等医院急诊科医务人员工作场所心理暴力、组织承诺与离职意愿现状,分析组织承诺在其工作场所心理暴力与离职意愿中的中介作用。方法采用方便抽样法,于2022年4—5月采用一般资料调查表、工作场所心理暴力量表、组织承诺量表与离职意愿量表对南充市6所三级综合医院336名急诊科医务人员进行调查。采用AMOS 24.0进行结构方程验证。结果南充市三级甲等医院急诊科医务人员工作场所心理暴力得分为（27.23±7.58）分,组织承诺得分为（81.71±12.47）分,离职意愿得分为（10.73±3.82）分。单因素分析显示,不同性别、婚姻状况、教育背景、职业类别、合同类型、急诊科工龄及健康状况的急诊科医务人员工作场所心理暴力、组织承诺和离职意愿得分比较,差异均有统计学意义（均P<0.05）。相关分析显示,工作场所心理暴力总分及各维度得分与离职意愿总分及各维度得分均呈正相关（均P<0.05）,与组织承诺总分及各维度得分均呈负相关（均P<0.05）,组织承诺总分及各维度得分与离职意愿总分及各维度得分均呈负相关（均P<0.05）。中介效应分析显示,组织承诺在工作场所心理暴力与离职意愿中具有部分中介作用（β=0.095,P<0.01）,中介效应为18.38%。结论南充市三级甲等医院急诊科医务人员离职意愿水平较高,与工作场所心理暴力和组织承诺存在显著相关性。医疗管理者应创造磁性医疗环境,提高组织承诺,以提升急诊科医务人员工作忠诚度,降低离职意愿。

关键词: 急诊科, 医务人员, 离职意愿, 工作场所心理暴力, 组织承诺, 离职意愿

Abstract: Objective To investigate the status of workplace psychological violence,organizational commitment and turnover intention of medical staff in emergency department of grade-A tertiary hospitals in Nanchong City,analyze the mediating role of organizational commitment in workplace psychological violence and turnover intention. Methods Using the convenience sampling method,336 emergency medical workers from six tertiary general hospitals in Nanchong City were investigated by general information questionnaire,workplace psychological violence scale,organizational commitment scale and turnover intention scale from April to May 2022.AMOS 24.0 was used for the structural equation validation. Results The scores of workplace psychological violence,organizational commitment and turnover intention of medical staff in emergency department of grade-A tertiary hospitals in Nanchong City were （27.23±7.58）,（81.71±12.47） and （10.73±3.82）points,respectively. The single factor analysis showed that there were statistically significant differences in the scores of workplace psychological violence,organizational commitment and turnover intention among emergency medical personnel with different gender,marital status,educational background,occupation category,contract type,length of service in the emergency department and health status（all P<0.05）. The correlation analysis showedthe total score of workplace psychological violence and the scores of each dimension were positively correlated with the total score of turnover intention and the scores of each dimension（all P<0.05）,and negatively correlated with the total score of organizational commitment and the scores of each dimension（all P<0.05）. The total score of organizational commitment and the scores of each dimension were negatively correlated with the total score of turnover intention and the scores of each dimension（all P<0.05）.The mediating effect analysis showed that organizational commitment played a partial mediating role in workplace psychological violence and turnover intention（β=0.095,P<0.01）,with the mediating effect of 18.38%. Conclusions The turnover intention of emergency medical staff in grade-A tertiary hospitals in Nanchong City is high,which is significantly correlated with workplace psychological violence and organizational commitment. The medical managers should create a magnetic medical environment and improve organizational commitment to enhance the loyalty of emergency medical staff and reduce turnover intention.

Key words: Emergency department, Medical personnel, Turnover intention, Workplace psychological violence, Organizational commitments, Turnover intention

中图分类号:

R181.3

刘显群. 南充市6所三级综合医院急诊科医务人员工作场所心理暴力、组织承诺与离职意愿的相关分析. [J]职业与健康, 2023, 39(21): 2934-2938.

LIU Xianqun. Correlation analysis on workplace psychological violence,organizational commitment and resignation intention of medical staff in emergency departments of six tertiary general hospitals in Nanchong City. [J]OCCUPATION AND HEALTH, 2023, 39(21): 2934-2938.

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