Abstract:

Objective　To explore the career status and influencing factors of new pediatric nurses. Methods　A total of 169 new pediatric nurses from Guangzhou Women and Children Medical Center were investigated using the self-designed general situation questionnaire, Career Status Evaluation Scale, Nurse Organizational Climate Perception Scale, and Nurse Work Stress Source Scale from September to December 2021. t test, one-way ANOVA, Pearson correlation analysis, and multiple stepwise regression analysis were used to explore the influencing factors of the new nurses' career status. Results　The new pediatric nurses was (24.56±1.83) years old; 97.04% (164/169) of the nurses were female. The total score of career status of the new pediatric nurses was (80.47±10.93), and the scoring rate was 69.97%. The scoring rates of the four dimensions from high to low were as below: retention intention, organizational commitment, professional identity, and career satisfaction. There were no statistical differences in the career status between the new nurses with different marital status, education levels, working years, job titles, and departments (all P>0.05). The total score and scores of professional identity, job satisfaction, and organizational commitment in the nurses on the front line positions were higher than those in the nurses not on the front line positions, with statistical differences (all P<0.05). There was a positive correlation between career status and perceived organizational climate (r=0.541, P<0.05), and a negative correlation between career status and perceived organizational climate (r=-0.359, P<0.05). The results of multiple step regression analysis showed that the factors influencing the career status of the new pediatric nurses were front-line anti-epidemic posts, management support, resource security, and management and interpersonal relationship stressors, which explained 53.7% of the variation (F=49.713, P<0.01). Conclusion　The new pediatric nurse career status is on the medium level; the nurses on the front-line anti-epidemic posts score higher than the nurses not on the front-line anti-epidemic posts; organizational climate conditions and work pressure have important influence on career situation; in order to do a better job of new nurses' career management, nursing managers should take measures to strengthen the construction of organizational atmosphere, improve the working environment, reduce work pressure, and so on.

Key words:

Career status, Pediatrics, New nurses, Organizational climate, Pressure of work

摘要：

目的　探讨儿科新护士职业生涯状况及其影响因素。方法　于2021年9至12月，运用自行设计的一般情况调查表、职业生涯状况评价量表、护士组织气氛感知量表、护士工作压力源量表对广州市妇女儿童医疗中心169名儿科新护士进行问卷调查。运用t检验、单因素方差分析、Pearson相关性分析、多元逐步回归分析探讨新护士职业生涯状况的影响因素。结果　169名儿科新护士年龄（24.56±1.83）岁，97.04%（164/169）为女性，儿科新护士职业生涯状况总分为（80.47±10.93）分，得分率为69.97%。4个维度得分率从高到低分别是：留职意愿、组织承诺、职业认同、职业满意度；不同婚姻状况、学历、工作年限、职称及科室的新护士职业生涯状况比较，差异均无统计学意义（均P>0.05），一线抗疫岗位的护士职业生涯总分及职业认同、职业满意度、组织承诺得分均高于非抗疫一线岗位的护士，差异均有统计学意义（均P<0.05）；职业生涯状况得分与组织气氛感知状况得分呈正相关（r=0.541，P<0.05），与工作压力源得分呈负相关（r=-0.359，P<0.05）；多元逐步回归分析结果显示，影响儿科新护士职业生涯状况的因素有是否一线抗疫岗位、管理支持、资源保障、管理及人际关系压力源，共解释了53.7%的变异（F=49.713，P<0.01）。结论　儿科新护士职业生涯状况处于中等水平，其中承担一线抗疫岗位的新护士得分显著高于非一线抗疫岗位，组织气氛感知情况及工作压力源情况对职业生涯状况有重要影响，为了进一步做好新护士的职业生涯管理，护理管理者可以从加强组织氛围建设、改善工作环境、降低工作压力等方面采取措施。

关键词:

职业生涯, 儿科, 新护士, 组织气氛, 工作压力