The current status of nurses’ career anchors in tertiary general hospitals in Sichuan Province

doi:10.3761/j.issn.0254-1769.2019.12.015

Abstract

Abstract:

Objective To investigate and analyze the status quo of nurses’ career anchors in tertiary general hospitals in Sichuan Province,so as to provide references for nurses’ career planning. Methods We used the stratified random sampling method to survey 1 408 nurses from 11 tertiary general hospitals in Sichuan Province using Schein’s Career Anchors Self-Assessment. Results The top two type career anchors of nurses were Lifestyle and Security/Stability,while the last two types were General Managerial Competence and Entrepreneurial Creativity. Scores of the General Managerial Competence and Pure Challenge in male nurses were higher than those in female nurses,while the Security/Stability and Lifestyle scores were lower than female nurses（P<0.05）. As the growth of the age and working years,the scores of the nurses’ Technical/Functional and General Managerial Competence career anchors increased,while the scores of Autonomy/Independence and Entrepreneurial Creativity gradually reduced （P<0.05）. As the raising of the title levels,the scores of nurses’ Technical/Functional and General Managerial Competence career anchors increased,while the scores of Autonomy/Independence,Entrepreneurial Creativity and Lifestyle gradually reduced（P<0.05）. Conclusion The nurses’ career anchors in tertiary general hospitals were mainly Security/Stability and Lifestyle,and different demographic data had different effects on nurses’ career anchors. Therefore,nursing managers should consider the characteristics of nurses’ career anchor,and implement scientific and effective career orientation,so as to improve the efficiency of nursing human resource management.

Key words: Nurses, Career Anchor, Questionnaires, Cross-Sectional Studies, Root Cause Analysis, Nursing Administration Research, Health Manpower

摘要：

目的调查分析四川省三级综合医院护士职业锚现状,以期为护士职业生涯规划提供参考依据。方法采用分层随机抽样法抽取四川省11所三级综合医院的1 408名护士作为调查对象,使用职业锚量表对其进行问卷调查。结果四川省三级综合医院护士得分排在前2位的职业锚类型是生活方式型及安全/稳定型;后2位是综合管理型及创业创造型。男护士的综合管理型及纯挑战型职业锚得分均高于女护士,而安全/稳定型及生活方式型职业锚得分均低于女护士（P<0.05）。随着年龄及工作年限的增长,护士的技术/职能型及综合管理型职业锚得分逐渐升高,而自主/独立型及创业创造型职业锚得分逐渐降低（P<0.05）;随着职称水平的提高,护士的技术/职能型及综合管理型职业锚得分逐渐升高,而自主/独立型、创业创造型及生活方式型职业锚得分逐渐降低（P<0.05）。结论四川省三级综合医院护士职业锚以安全/稳定型、生活方式型为主,不同人口学资料对护士职业锚有不同影响,提示护理管理者应根据护士职业锚特点科学有效地进行护士职业定位,提高护理人力资源管理的效率。

关键词: 护士, 职业锚, 问卷调查, 横断面研究, 影响因素分析, 护理管理研究, 卫生人力

SHI Yongle, LIU Fan, ZHAO Xiaoxi, ZHANG Ling, LI Jiping. The current status of nurses’ career anchors in tertiary general hospitals in Sichuan Province[J]. Chinese Journal of Nursing, 2019, 54(12): 1841-1846.

石永乐, 刘帆, 赵晓曦, 张玲, 李继平. 四川省三级综合医院护士职业定向的现状调查[J]. 中华护理杂志, 2019, 54(12): 1841-1846.

Figures/Tables 4

References 28

[1]	Johnson WG, Butler R, Harootunian G , et al. Registered nurses:the curious case of a persistent shortage[J]. J Nurs Scholarsh, 2016,48(4):387-396. DOI URL PMID
[2]	Gibson V . Does nurse turnover mean nurse wastage in intensive care units[J]. Intensive Crit Care Nurs, 1994,10(1):32-40. DOI URL PMID
[3]	Walsh E . Get real with workload measurement[J]. Nurs Manag Springhouse, 2003,34(2):38-42. URL PMID
[4]	蔡圆圆, 李乐, 李茜茜 . 293名ICU护士职业生涯规划现状调查[J]. 中国护理管理, 2016,16(1):68-71.
[5]	Schein EH . How career anchors hold executives to their career paths[J]. Personnel, 1975,52(4):11-24.
[6]	Schein EH . Career anchors:discovering your real values[M]. San Diego,CA:Pfeiffer & Company, 1990.
[7]	Mukri GM . Lifestyle:the career anchor of the 1990’s for professional navy nurses[J]. Dissertation Abstracts International Sec-tion A:Humanities and Social Sciences, 1999,60(2):316.
[8]	卢伟, 秦薇, 徐建鸣 , 等. 低年资护士离职原因的探讨[J]. 中华护理教育, 2016,13(11):859-862.
[9]	胡如菲, 方秀新, 张敏 . 基于职业锚理论视角下护理实习生职业定位的调查研究[J]. 齐鲁护理杂志, 2015,21(18):54-56.
[10]	Igbaria M, Kassicieh SK, Silver M . Career orientations and career success among research,and development and engineering professionals[J]. J Eng Technol Manag, 1999,16(1):29-54. DOI URL
[11]	罗中华, 杨敬宇, 云立新 , 等. 甘肃省青年医生职业倾向实证研究[J]. 中国医院管理, 2012,32(12):37-39.
[12]	Petroni A . Career orientations and career route preferences in R&D organisations[J]. Career Dev Int, 2000,5(1):39-49.
[13]	Oved O . Rethinking the place of love needs in maslow’s hierarchy of needs[J]. Soc, 2017,54(6):537-538.
[14]	Amani M, Shabahang MJ . The relationship of self-efficacy and money attitudes with mental health:mediation through Mas-low’s hierarchy of needs[J]. Int J Cult Ment Heal, 2017,10(3):310-319.
[15]	曾卫 . 中国传统女性职业场域中男性群体困境的社会学研究[D]. 大连:东北财经大学, 2014.
[16]	潘文龙, 张强, 王梅 . 浅析男护士在介入导管室护理工作中的优势[J]. 中华介入放射学电子杂志, 2017,5(1):32-33.
[17]	杨淑华, 于静蕊 . 护患关系紧张相关因素认知的现状及影响因素分析[J]. 工业卫生与职业病, 2014,40(6):413-416.
[18]	徐奕旻, 吴瑛, 张艳 , 等. 全国医院护士工作状态的调查分析中华护理杂志[J]. 2016,51(8):947-950.
[19]	Marshall V, Bonner D . Career anchors and the effects of downsizing:implications for generations and cultures at work. A preliminary investigation[J]. J Eur Ind Train, 2003,27(6):281-291. URL PMID
[20]	朱宏伟, 赖小星, 徐文静 , 等. 护士职业生涯规划的研究进展[J]. 中华现代护理杂志, 2015,21(1):117-119.
[21]	张小连, 何玉兰 . 关注80后和90后护士是护理管理者面临的新课题[J]. 中国民康医学, 2011,23(22):2866.
[22]	卢伟燕 . 护士高离职率原因分析及留职对策的分析和探讨[J]. 中外医疗, 2011, 30(1): 145, 147.
[23]	Usher K, West C, Macmanus M , et al. Motivations to nurse:an exploration of what motivates students in Pacific Island countries to enter nursing[J]. Int J Nurs Pract, 2013,19(5):447-454. DOI URL
[24]	Solem M, Kollasch A, Lee J . Career goals,pathways and competencies of geography graduate students in the USA[J]. J Geogr High Educ, 2013,37(1):92-116. DOI URL
[25]	卫生部. 卫生技术人员职称及晋升条例(试行)[Z]. 1979 -02-23.
[26]	杜巧 . 三级甲等医院临床护士专业技术职称晋级核心标准的研究[D]. 太原:山西医科大学, 2012.
[27]	张红, 张丽韶, 陈映琼 , 等. 职业认同感对低年资护士培训的影响[J]. 护理实践与研究, 2016,13(10):84-85.
[28]	马梦颖, 邢丽群, 王伟 , 等. 山东省三级医院护理部主任队伍职业化建设现状的调查研究[J]. 中华护理杂志, 2018,53(6):713-716.