急诊护士绩效薪酬满意度与离职意愿的相关性分析

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1、急诊护士绩效薪酬满意度与离职意愿的相关性分析张洁姜永梅王琛奎江蜂王楚奎睦梅青岛大学青岛大学附属医院［R的］丫解急诊护士缋效薪酬满意度与离职意愿现状，分析相关性，为管理者进行绩效改革提供依据。［方法］采用方便抽样法，对青岛市、潍坊市6所三级甲等医院急诊护士进行问卷调查。［结果］绩效薪酬满意度总分为58.84分±12.21分，离职意愿总分为14.85分±2.99分，绩效薪酬满意度与离职意愿呈负相关(P<0.01):多元线性冋归显示绩效薪酬满意度可作为离职意愿的预测因素(P〈0.01)。［结论］急诊护士绩效薪酬满意度处于屮等水平，离职意愿水平较高,缋效薪酬满意度

2、是急诊护士离职意愿重要影响因素，通过提高急诊护士缋效薪酬满意度，降低护士的离职意愿。关键词：急诊;护士;绩效薪酬;离职意愿;CorrelationanalysisbetweentheperformancesalarysatisfactionandturnoverintentionofnursesintheemergencydepartmentZhangJieJiangYongmeiWangChenQingdaoUniversity;Abstract：Objective:Tounderstandthestatusquoofperformancesalarys

3、atisfactionandturnoverintentionofnursesintheemergencydepartment,analyzethecorrelationandprovidethebasisformanagers'performancereform.Methods:Aquestionnairesurveywasconductedonnursesintheemergencydepartment’generaldataquestionnaire,performancesalarysatisfactionscaleandturnoverinten

4、tionscalequestionnairefornursesintheemergencydepartmentinsixtertiaryA-lcvclhospitalsinQingdaocityandWeifangcity.Results:Thetotalscoreofperformancesalarysatisfactionwas(58.84±12.21)pointsandthetotalscoreofturnoverintentionwas(14.85±2.99)points;theperformancesalarysatisfactionwasneg

5、ativelycorrelatedwiththeintentionofturnover(P<0.01).Multiplelinearregressionshowedthatperformancesalarysatisfactioncanbeusedasapredictorofturnoverintention(P<0.01)•Conclusions••Theperformancesalarysatisfactionofnursesintheemergencydepartmentwasatamoderatelevel,thelevelofturnoverwa

6、shigh,andtheperformancesalarysatisfactionwasanimportantinfluencingfactorofturnoverintentionamongnursesintheemergencydepartment.Byimprovingtheperformancesalarysatisfactionofnursesintheemergencydepartment,thenurses’intentiontoleavecouldbereduced.Keyword：emergencydepartment;nurse;per

7、formancesalary;turnoverintention;在临床护理工作中，护理人员常因薪酬问题选择转行或去其他私立咲院ui，这种离职现象导致护理人员短缺，制约了护理事业的发展。急诊护士是一个高负荷、高压力、高风险的群体，是医院工作场所易遭受暴力的高危险人群m，这对护士的身心造成丫严重的影响ui。研究显示，急诊护士离职意愿相对较高，人力资源问题突出ui。国内研究表明，急诊护士离职意愿处于较高水平丘1。国外在对护士进行离职意愿影响因素调查发现，工作中的付出-收获不平衡（effort-rewardimbalance,ERI）,是导致护士离职的关键这1。

8、绩效薪酬是指将员工的财务回报与其成功的工作绩效联系，以工作绩效作为