摘要
目的探讨发展型人力资源管理实践与护士建言行为的关系,以及职业韧性的中介作用。方法便利抽取河南省7所三甲医院的328名护士,采用发展型人力资源管理实践量表、职业韧性量表和建言行为量表进行调查。采用AMOS26.0软件建立中介效应模型。结果发展型人力资源管理实践、职业韧性、建言行为总分分别为68.70±6.26、94.16±8.80、33.65±8.35。职业韧性在发展型人力资源管理实践与护士建言行为之间起部分中介作用,中介效应占总效应的54.5%。结论护士建言行为、职业韧性及医院发展型人力资源管理实践均处于中等水平;发展型人力资源管理实践可直接促进或通过职业韧性间接影响护士的建言行为。医院应采取发展型人力资源管理策略,提升护士的职业韧性,从而提高其建言行为。
Objective To explore the relationship between developmental human resource practices(DHRP)and voice behavior among nurses and the mediating role of career resilience.Methods A convenience sample of 328 nurses from 7 tertiary Grade A hospitals in Henan Province were surveyed using the Developmental Human Resource Practices Scale,the Career Resilience Scale and the Voice Behavior Scale.AMOS26.0 software was used to construct the mediating effect model.Results The sample scored(68.70±6.26)for DHRP,(94.16±8.80)for career resilience,and(33.65±8.35)for voice behavior.Career resilience partially mediated the relationship between DHRP and voice behavior,accounting for 54.5%of the total effect.Conclusion DHRP of the hospital,as well as nurses′career resilience and voice behavior are at moderate levels.DHRP can directly or indirectly(through career resilience)affect nurses′voice behavior.Hospital managers should adopt DHRP and enhance career resilience of nurses,so as to improve their voice behavior.
作者
李根强
李章彰
张华
罗艳艳
张全英
魏艺琳
Li Genqiang;Li Zhangzhang;Zhang Hua;Luo Yanyan;Zhang Quanying;Wei Yilin(School of Health Management,Xinxiang Medical University,Xinxiang 453000,China)
出处
《护理学杂志》
CSCD
北大核心
2024年第17期71-74,共4页
Journal of Nursing Science
基金
2024年河南省教改项目重大项目(2024SJGLX0022)
教育部人文社会科学研究规划基金项目(22YJAZH043)
河南省研究生教育改革与质量提升工程项目(YJS2023JC19)。
关键词
护士
发展型人力资源管理
职业韧性
建言行为
人力资源
职业发展
中介效应
护理管理
nurse
developmental human resource management
career resilience
voice behavior
human resource
career development
mediating effect
nursing management
