伤口治疗师工作投入现状及影响因素分析

doi:10.3761/j.issn.0254-1769.2023.23.010

摘要/Abstract

摘要：

目的了解伤口治疗师工作投入现状并分析其影响因素，为提高伤口治疗师的工作投入水平提供参考依据。方法 2022年9月—2023年3月，采用方便抽样法，选取经过欧洲伤口管理协会认证时间>3个月的235名伤口治疗师作为调查对象，使用个人基本资料调查表、医院及伤口门诊开设情况调查表、个人-工作匹配量表和专科护士工作投入量表进行问卷调查。采用单因素分析及多元线性回归分析伤口治疗师工作投入的影响因素。结果最终纳入219名伤口治疗师。个人-工作匹配量表得分为（99.37±13.70）分，条目得分为（3.55±0.49）分；专科护士工作投入量表得分为（140.01±16.00）分，条目得分为（4.38±0.50）分。多元线性回归分析结果显示，工作认可、团队氛围、公平和价值观是伤口治疗师工作投入的影响因素（P<0.05）。结论伤口治疗师个人-工作匹配程度越高，工作投入水平越高。医院护理管理者应重视专科护士个人-工作匹配程度，使用科学、有效的管理方法提高个体与工作契合度，改善专科护士的工作投入，提升满意度的同时降低职业倦怠。

关键词: 伤口治疗师, 职业发展, 个人-工作匹配, 工作投入, 护理管理研究

Abstract:

Objective To understand the current status and analyze the factors affecting the work engagement of wound therapists，and to provide references for promoting their work engagement. Methods From September 2022 to March 2023，wound therapists who were certificated by European Wound Management Association for more than 3 months were selected as subjects by convenient sampling method. The data was collected by the General Information Questionnaire，Hospitals and Wound Clinics Questionnaire，Areas of Worklife Scale and Specialty Nurse Work Engagement Scale，and the factors influencing the work engagement of wound therapists were analyzed by univariate and multiple liner regression. Results A total of 219 wound therapists were included. The total mean score of areas of worklife was （99.37±13.70）；the average score of items was（3.55±0.49）；the total mean score of the specialty nurse work engagement was （140.01±16.00）；the average score of items was（4.38±0.50）. The results of multiple linear regression analysis showed that reward，community，fairness，and values were factors influencing the work engagement of wound therapists（P<0.05）. Conclusion The higher average score of each dimension of areas of worklife could predict the higher level of work engagement for wound therapists. Nursing managers should pay more attention to the job-matching degree of specialty nurses and adopt scientific and effective management methods to improve the job-matching，which will help improve the specialty nurses’ work engagement and satisfaction and reduce job burnout.

Key words: Wound Therapist, Career Development, Areas of Worklife, Work Engagement, Nursing Administration Research

麦智德, 李珂, 于淼, 张建霞, 丁炎明. 伤口治疗师工作投入现状及影响因素分析[J]. 中华护理杂志, 2023, 58(23): 2889-2895.

MAI Zhide, LI Ke, YU Miao, ZHANG Jianxia, DING Yanming. Analysis of the current situation and influencing factors of work engagement of wound therapists[J]. Chinese Journal of Nursing, 2023, 58(23): 2889-2895.

图/表 3

表1 调查对象的个人基本资料、医院及伤口门诊开设情况和工作投入的单因素分析（n=219）

Table 1 The general information of the respondents and opening of hospitals and wound clinics and the results of the univariate analysis of the influencing factors of work engagement（n=219）

表2 个人-工作匹配度与工作投入的相关性分析（n=219, r 值）

Table 2 Correlation analysis between areas of worklife and work engagement

表3 调查对象工作投入影响因素的多元线性回归分析结果（n=219）

Table 3 Results of multiple linear regression analysis of factors influencing the work engagement of survey respondents（n=219）

参考文献 27

[1]	国家卫生健康委. 全国护理事业发展规划(2021-2025年)[EB/OL]. (2022-05-07)[2022-12-25]. http://www.nhc.gov.cn/yzygj/s7653pd/202205/441f75ad347b4ed68a7d2f2972f78e67.shtml.
	National Health Commission. National nursing development plan(2021-2025)[EB/OL].(2022-05-07)[2022-12-25]. http://www.nhc.gov.cn/yzygj/s7653pd/202205/441f75ad347b4ed68a7d2f2972-f78e67.shtml.
[2]	Bowers S, Franco E. Chronic wounds:evaluation and management[J]. Am Fam Physician, 2020, 101(3):159-166.
[3]	刘欢, 宁宁, 何凌霄, 等. 伤口治疗师工作环境及职业发展情况的调查[J]. 中华护理杂志, 2014, 49(11):1374-1377.
	Liu H, Ning N, He LX, et al. The current work environment and career development of certificated wound specialists in China[J]. Chin J Nurs, 2014, 49(11):1374-1377.
[4]	Seaton PCJ, Cant RP, Trip HT. Quality indicators for a community-based wound care centre:an integrative review[J]. Int Wound J, 2020, 17(3):587-600. DOI URL
[5]	Gethin G, Probst S, Stryja J, et al. Evidence for person-centred care in chronic wound care:a systematic review and recommendations for practice[J]. J Wound Care, 2020, 29(Sup9):S1-S22.
[6]	罗家音, 孙超, 许政曦, 等. 伤口治疗师主导的护理管理模式在癌性伤口围手术期的应用[J]. 中国护理管理, 2022, 22(8):1131-1135.
	Luo JY, Sun C, Xu ZX, et al. Clinical application of wound therapist-led perioperative nursing management of malignant fungating wounds[J]. Chin Nurs Manag, 2022, 22(8):1131-1135.
[7]	丁炎明, 吴欣娟, 肖艳艳, 等. 我国53316名专科护士职业发展情况调查研究[J]. 中华护理杂志, 2020, 55(2):182-186. DOI
	Ding YM, Wu XJ, Xiao YY, et al. Investigation on career development of 53,316 specialist nurses in China[J]. Chin J Nurs, 2020, 55(2):182-186. DOI
[8]	张怡妮. 工作—个人资源关系建设及其对护士工作投入的影响研究[D]. 杭州: 浙江大学, 2019.
	Zhang YN. Study on the relationship between work and personal resources and its influence on nurses’ job engagement[D]. Hangzhou: Zhejiang University, 2019.
[9]	Chan S. Burnout,engagement & leadership[J]. Rev Assoc Med Bras(1992), 2021, 67(9):1217-1220.
[10]	Hetzel-Riggin MD, Swords BA, Tuang HL, et al. Work engagement and resiliency impact the relationship between nursing stress and burnout[J]. Psychol Rep, 2020, 123(5):1835-1853. DOI PMID
[11]	覃慧, 吴金凤, 王婷, 等. 江苏省专科护士工作投入现状及影响因素调查分析[J]. 护理学杂志, 2022, 37(11):53-56.
	Qin H, Wu JF, Wang T, et al. The level and determinants of work engagement among nurse specialists in Jiangsu Province[J]. J Nurs Sci, 2022, 37(11):53-56.
[12]	Leiter MP, Maslach C. Areas of worklife:a structured approa-ch to organizational predictors of job burnout[M]// Research in Occupational Stress and Well-being. Bingley: Emerald(MCB UP), 2004:91-134.
[13]	李姗姗, 卜晓佳, 刘曼, 等. 护士个人—工作匹配量表的汉化及信度效度检验[J]. 中国护理管理, 2020, 20(5):681-686.
	Li SS, Bu XJ, Liu M, et al. Adaptation and psychometric properties of the Chinese version of Areas of Worklife Scale among nurses[J]. Chin Nurs Manag, 2020, 20(5):681-686.
[14]	覃慧, 吴金凤, 王婷, 等. 专科护士工作投入量表的编制及信效度检验[J]. 护理学杂志, 2022, 37(1):56-59.
	Qin H, Wu JF, Wang T, et al. Development and psychometric testing of the Specialty Nurse Work Engagement Scale[J]. J Nurs Sci, 2022, 37(1):56-59.
[15]	王丽敏, 万巧琴, 谷水, 等. 临床护士感知的工作负荷水平及其对工作投入的影响[J]. 护理学杂志, 2020, 35(17):57-61.
	Wang LM, Wan QQ, Gu S, et al. The level of self-rated workload among clinical nurses and its impact on work engagement[J]. J Nurs Sci, 2020, 35(17):57-61.
[16]	邬燕平, 徐凤霞, 刘小玮, 等. 我国护士职业发展现况及其影响因素分析[J]. 中国护理管理, 2021, 21(1):80-84.
	Wu YP, Xu FX, Liu XW, et al. Analysis on the status of nurses’ career development and influencing factors in China[J]. Chin Nurs Manag, 2021, 21(1):80-84.
[17]	潘小康, 李冬英, 李欣, 等. 护士工作投入的研究进展[J]. 中国护理管理, 2017, 17(7):951-955.
	Pan XK, Li DY, Li X, et al. The research progress of nurses’ work engagement[J]. Chin Nurs Manag, 2017, 17(7):951-955.
[18]	李姗姗. 护士感知真实型领导水平现状调查及相关因素研究[D]. 青岛: 青岛大学, 2020.
	Li SS. Investigation on the current situation of nurses’ perceived authentic leadership level and related factors[D]. Qingdao: Qingdao University, 2020.
[19]	张嘉, 王月华, 朱可蓉. 株洲市综合医院儿科护士个人-工作匹配与工作投入相关性研究[J]. 中华护理教育, 2022, 19(4):360-363.
	Zhang J, Wang YH, Zhu KR. The correlation between areas of worklife and work engagement of pediatric nurses in Zhuzhou[J]. Chin J Nurs Educ, 2022, 19(4):360-363.
[20]	Chatman JA. Matching people and organizations:selection and socialization in public accounting firms[J]. Adm Sci Q, 1991, 36(3):459. DOI URL
[21]	贾秀丽, 王艳, 王欢. 护理人员个人-组织匹配的影响因素[J]. 解放军医院管理杂志, 2021, 28(2):187-190,194.
	Jia XL, Wang Y, Wang H. Influencing factors of person-organization fitness of nurses[J]. Hosp Adm J Chin PLA, 2021, 28(2):187-190,194.
[22]	史妍萍, 张红梅, 洪成伟. 全国三级甲等医院青年护士职业成长现状及影响因素分析[J]. 中国护理管理, 2021, 21(9):1381-1386.
	Shi YP, Zhang HM, Hong CW. The status quo of young nurses’ professional growth and the influencing factors in tertiary grade A hospitals in China[J]. Chin Nurs Manag, 2021, 21(9):1381-1386.
[23]	聂圣肖, 赵瑾, 孙红. 我国226所二三级医院专科护士使用情况的调查[J]. 中华护理杂志, 2019, 54(11):1677-1682. DOI
	Nie SX, Zhao J, Sun H. A survey of current working situation of specialist nurses in 226 secondary and tertiary hospitals in mainland China[J]. Chin J Nurs, 2019, 54(11):1677-1682. DOI
[24]	王念念. 员工个人-组织契合度、工作投入、工作满意度与工匠心理的关系研究[D]. 扬州: 扬州大学, 2020.
	Wang NN. Research on the relationship among employee’s personal-organizational fit,job engagement,job satisfaction and craftsman’s psychology[D]. Yangzhou: Yangzhou University, 2020.
[25]	武蕊, 林梅. 护士组织气氛与护士职业认同的相关性研究[J]. 护士进修杂志, 2017, 32(16):1446-1448.
	Wu R, Lin M. The correlation study on the nursing organizational climate and nurses’ professional identity[J]. J Nurses Train, 2017, 32(16):1446-1448.
[26]	苏方国. 高绩效人力资源实践与情感承诺:个人与组织匹配和个人与工作匹配的调节效应[J]. 商业研究, 2017(4):105-114.
	Su FG. High performance human resource practices and affec-tive commitment: moderated by person-organization fit and person-job fit[J]. Commer Res, 2017(4):105-114.
[27]	El-Gazar HE, Abdelhafez S, Zoromba MA. Effects of the areas of worklife on job embeddedness:a national cross-sectional study among Egyptian nurses[J]. BMC Nurs, 2022, 21(1):353. DOI PMID

编辑推荐 0

Metrics

阅读次数

全文

HTML			PDF

最新录用	在线预览	正式出版	最新录用	在线预览	正式出版
0	0	0	0	0	19

	来源	本网站

	次数	19
	比例	100%

摘要

390

最新录用	在线预览	正式出版

0	0	390

	来源	本网站

	次数	390
	比例	100%