| Objective:1. To understand the Psychological Capital, Occupational Commitment and Job Satisfaction Degree of the nursing staff in hospitals of level3grade in Harbin.2. Analyzing the influence of the Demographic characteristics to the Psychological Capital, Occupational Commitment and Job Satisfaction Degree of the nursing staff.3. To research the relationship among the Psychological Capital, Occupational Commitment and Job Satisfaction Degree of the nursing staff. To provide the scientific basis for management on the human resources of the nursing care.Methods:This was a descriptive and relevance research. With the convenience sampling method, we had done a questionnaire survey on the Psychological Capital, Occupational Commitment and Job Satisfaction Degree of the nursing staff who were working among the four hospitals of level3grade in Harbin. Inputting all the data to the statistical software of SPSS17.0and then established the database to do the statistics analysis, using the statistical methods adopted descriptive statistical analysis method such as frequency distribution, mean, standard deviation, constituent ratio; inferential statistical analysis method such as t test, single factor analysis, Pearson correlation analysis, multiple linear regression analysis.Results:1. The score on the Job Satisfaction Degree of the nursing staff was (70.30±3.21), the score rate of the internal satisfaction was higher than the external satisfaction. The score on the Psychological Capital of the nursing staff was (84.37±3.62), the score rate of each dimension from high to low was:self-efficacy, optimistic, hope and resilience. The score on the Occupational Commitment was (82.07±3.55), the highest score rate was the emotional commitment, the lowest was the opportunity’s commitment.2. The influence of the nursing staff’s general information to each variable:(1) The internal Job Satisfaction Degree was impacted by the age, education background, the marital status and years of working, and the external job satisfaction degree was impacted by the position, titles, hospital they worked in, years of working, the department and the salary, the differences had the statistical significance (p<0.05);(2) Age, education background, position, hospital they worked in, years of working and the department, all the above had a impact on the psychological capital, the differences had the statistical significance (p<0.05);(3)The score of the Occupational Commitment on age, education background, the personnel situation, hospital they worked in, years of working, the department, the salary and so on had the statistical significance (p<0.05).3. By the correlation analysis of the Pearson we drew a conclusion:(1) There was a positive correlation among the external Job Satisfaction Degree and the Psychological Capital, self-efficacy, hope, optimism of the nursing staff, the correlation coefficient was0.61,0.54,0.63,0.48for respectively, the result had the statistical significance (p<0.05); There was a positive correlation among the external Job Satisfaction Degree and the Psychological Capital, hope, resilience, optimism, the correlation coefficient was0.55,0.51,0.64,0.47for respectively, the result had the statistical significance (p<0.05).(2) There was a positive correlation among the internal Job Satisfaction Degree and the Occupational Commitment, emotional commitment, normative commitment, emotional cost commitment, of the nursing staff, the correlation coefficient was0.49,0.56.0.54.0.45for respectively, the result had the statistical significance (p<0.05); There was a positive correlation among the external Job Satisfaction Degree and the Occupational Commitment, emotional commitment, emotional cost commitment, emotional cost commitment, there was a negative correlation between the external Job Satisfaction Degree and the opportunity commitment, the correlation coefficient was0.65,0.48,0.67, 0.52,-0.55for respectively, the result also had the statistical significance (p<0.05).4. By the multiple linear stepwise regression analysis, the main factors which impacted the internal Job Satisfaction Degree was:education background, years of working, hope and emotional commitment; The main factors which impacted the external Job Satisfaction Degree was:the department, salary, position, resilience and the opportunity commitment.Conclusions:1. At present, the nursing staff’s Job Satisfaction Degree, the Psychological Capital and Occupational Commitment in the position of the medium to high.The internal satisfaction was higher than the external satisfaction. The self-efficacy and the optimistic had the higher score; Hope and the resilience had the lower score. The nursing staff had a proper position at emotional commitment.2. In the general information, the nursing staff’s age, education background, hospital they worked in, years of working and the department had a certain impact on the Psychological Capital, Occupational Commitment and Job Satisfaction Degree.3. There was a positive correlation among the internal Job Satisfaction Degree and the Psychological Capital, self-efficacy, hope, optimism of the nursing staff; There was a positive correlation among the external Job Satisfaction Degree and the Psychological Capital, hope, resilience, optimism. It was the higher the Psychological Capital the nursing staff had, the more satisfaction they would get in their work. The better the Occupational Commitment, emotional commitment, normative commitment, emotional cost commitment of the nursing staff had, the higher internal job satisfaction degree they could get. The external job satisfaction degree was high when the nursing staff got the emotional commitment, the economic commitment, emotional cost commitment. But the better the opportunity commitment they got, the lower external Job Satisfaction Degree they would have.4. The main factors which impacted on the internal Job Satisfaction Degree were the education background. years of working, hope and emotional commitment. And the external job satisfaction degree was main impacted by the department, salary, position, resilience and opportunity commitment. |
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