| BackgroundIn the context of increasing population aging pressure,the increase in patients and the expansion of medical scale have led to an increase in the demand for nursing staff.The nursing human resources in the medical industry are highly mobile and the turnover rate is high due to the particularity of the work,.The mobility of nursing staff has made the hospital invest more resource in nursing talents,and it has withstood tremendous pressure on talent costs,which inevitably increases the burden on the medical industry.The high turnover rate caused by multiple factors also increases the employment pressure of on-the-job nursing staff,which affects the effect of care and reduces people's sense of medical experience,which is not conducive to the realization of the goal of Healthy China 2030.In response to this shortage of nursing talents,the strategy with the highest degree of recognition and the most widely used strategy is to provide appropriate and effective incentives for talents.Most of the researches of incentives focuses on the external factors that are explicit and easy to measure,and there are few studies on the internal factors that are equally important.Therefore,it is necessary to explore the intrinsic motivational factors of nursing talents.Researches of incentive effects has shown that spiritual salary satisfaction plays an important role in the study of nursing staff as an important part of motivation.And the level of career recognition of nurses can reflect the incentive effect of spiritual salary satisfaction to a certain extent,so exploring the relationship between nurses' spiritual salary satisfaction and career identity and their influence factors will provide an important basis for formulate relevant interventions in the medical industryPurposeThis study investigates the nurses spiritual salary satisfaction and career identity of public hospitals through the survey of nurses' spiritual salary satisfaction and nurses' career identity in public hospitals in Kaifeng.It analyzes the spiritual salary satisfaction and career identity of different social demographic characteristics;explore the relationship between nurses' spiritual salary satisfaction and their career identity.According to the relevant results,provide theoretical basis for hospital administrators to formulate relevant management regulations for effectively motivate the nurses and improve their work efficiency.The specific objectives are:1.Understand respondents' basic situation that including general demographic characteristics,spiritual salary satisfaction status and career identity status;2.Analyze the difference between spiritual salary satisfaction and career identity under the different group of ocial demographic characteristics;3.Explore the relationship between nurses' spiritual salary satisfaction and career identity and provide proposals for retaining nursing talents and formulating relevant management regulations.MethodThis study used a convenient sampling method to extract three third-class and higher level general hospitals(nursing student practice base of our school)in Kaifeng,then divide the clinical department of the hospital into large internal medicine,major surgery and others,then randomly selected 5 numbers in each of the three large departments.In each grope,the person that meets the exclusion criteria is included in the sample size by balloting method.Each hospital plans to draw 150 people,the actually hospital A draws 137 people,hospital B draws 151 people,hospital C draws 157 people,A total of 445 people.435 valid questionnaires were recovered,and the effective recovery rate was 97.75%.The descriptive statistics were used to analyze the demographic characteristics,nurses' spiritual salary satisfaction and career identity scores,and the scores of each dimension in the three public hospitals in Kaifeng City,Henan Province.Single factor analysis was used to compare nurses' spiritual salary satisfaction and career identity under different demographic characteristics.Multiple regression analysis was used to analyze the influencing factors of nurses' spiritual salary satisfaction and career identity,and Pearson correlation was used to analyze the relationship between nurses' spiritual salary satisfaction and career identity,Result1.The total average score of spiritual salary satisfaction level of 435 clinical nurses was 30.90 ± 0.27;the average score of spiritual salary satisfaction level(recognition and praise by head nurses)from head nurses was 15.47 ± 0.14;the average score of spiritual salary satisfaction level from doctors was 15.42 ± 0.14;the average score of spiritual salary satisfaction level(recognition and praise by head nurses)from head nurses was higher than that from doctors.The overall average score of career of 435 clinical nurses was 106.95 ± 0.93,the average score of career cognitive evaluation was 30.57 ± 0.34,the average score of career social support was 22.24 ± 0.18,the average score of career social skills was 20.53 ± 0.21,the average score of career frustration response was 22.44 ± 0.18,and the average score of career self-reflection was 11.16 ± 0.10.2.In this study,nurses' spiritual salary satisfaction was affected by demographic data.Among them,there were statistically significant differences under the group of work department,first degree,children's status,average monthly night shifts,current job satisfaction,employment methods,average monthly income and whether nurses would choose the nursing work again(p<0.05).Through the statistical analysis of the demographic data of nurses' professional identity,the result shows that there were statistically significant differences under the group of work department,last degree,children's status,duration of nursing work,average monthly night shifts,current position,technical title,employment method,current job satisfaction,and whether nurses would choose the nursing work again(p<0.05).3.As the result of multiple linear regression analysis shows that monthly average incoming,satisfaction with current job,whether nurses would choose the nursing work again are effect factors of the nurse spiritual salary satisfaction,what's more,it also shows that work department,monthly average night shifts,satisfaction with current job,whether nurses would choose the nursing work again are effect factors of the nurse career identity.4.Pearson correlation analysis showed that nurses' mental salary satisfaction was positively correlated with professional identity.Conclusion1.It can be seen that nurses' spiritual salary satisfaction is at a high level,the spiritual salary satisfaction from head nurse was slightly higher than that from doctors.The career identity of nurses is at medium level.The highest level of the career identity nurses dimension is the occupational cognitive evaluation,the lowest level is the career self-reflection,the career frustration response is slightly higher than the career social support,and the career social skills is lower than the social support.2.The effect factors of nurses' spiritual salary satisfaction include average monthly income,current job satisfaction,and whether nurses would choose the nursing work again.The effect factors of nurses' career identity include work department,average monthly night shifts,current job satisfaction,and whether nurses would choose the nursing work again.3.There is a positive correlation between nurses' spiritual salary satisfaction and their career identity.Among them,nurses' spiritual salary has the strongest correlation with career identity,and the correlation between doctor's spiritual salary satisfaction dimension and career self-thinking degree is the weakest.4.It can be seen that scores of each dimension and total scores of nurses' spiritual salary satisfaction are the effect factors for the total score of nurses' career identity.What's more,it also shows that dimension score of career frustration response and dimension score of career identity are the effect factors of the total score of nurses' spiritual salary satisfaction.Suggestion1.Pay attention to talent introduction and optimize nurse age and gender structure2.Improve the payment and payment methods with consideration of family factors3.Strengthen teamwork and establish new interpersonal relationships4.Improve organizational structure and pre-employment training system5.Build a lifelong learning system and create a good research environment... |
PDF Full Text Request