我国ICU护士隐性缺勤现状及影响因素分析

目的 调查我国三级医院ICU护士隐性缺勤现状,并分析相关影响因素。方法 采用便利抽样法,采用一般资料问卷、隐性缺勤问卷、社会支持量表、变革领导风格量表、职业应对自我效能量表、工作家庭冲突量表对我国24个省、市、自治区794名ICU护士进行调查。结果 ICU护士隐性缺勤平均得分为（15.83±4.44）分。ICU护士领悟社会支持得分为（63.46±12.48）分;职业应对自我效能得分为（22.33±6.94）分;工作家庭冲突得分为（27.05±8.08）分。ICU护士隐性缺勤与家庭支持、朋友支持、其他支持及领悟社会支持总分呈负相关（r=-0.328~-0.390,均P<0.05）;隐性缺勤与职业负担、关系相处困难、职业应对自我效能总分呈正相关（r=0.441~0.478,均P<0.05）;隐性缺勤与工作-家庭冲突、家庭-工作冲突、工作家庭冲突总分呈正相关（r=0.339~0.442,均P<0.05）。多因素分析结果显示,身体健康状况、感知工作压力、是否遭受工作场所暴力、领悟社会支持、职业应对自我效能和工作家庭冲突为ICU护士隐性缺勤的影响因素,合计可以解释总变异的34.4%。结论 ICU护士隐性缺勤处于中等水平,有待进一步改善。临床护理管理者应关注ICU护士的特殊心理需求,给予正确引导,降低隐性缺勤的发生率,提高护士工作幸福感。

Current Status and Influencing Factors of Hidden Absence of ICU Nurses in China

Objective To investigate the current status of hidden absence of ICU nurses in tertiary hospitals in China and analyze its influencing factors. Methods Convenience sampling method was adopted to select 794 ICU nurses from 24 provinces, cities, and autonomous regions in China, and they were surveyed by using general information questionnaire, hidden absence questionnaire, social support scale, transformational leadership scale, occupational coping self-efficacy scale, and work-family conflict scale. Results The average score of hidden absence of ICU nurses was 15.83±4.44; the score of perceived social support, occupational coping self-efficacy, and work-family conflict was 63.46±12.48, 22.33±6.94, and 27.05±8.08 respectively. Hidden absence was negatively correlated with the total score of family support, friend support, other supports and perceived social support (r=-0.328~-0.390, all P<0.05); but positively correlated with occupational burden, difficulty in getting along with others, and the total score of occupational coping self-efficacy (r=0.441~0.478, all P<0.05); and with work-family conflict, family-work conflict, and the total score of work-family conflict (r=0.339~0.442, all P<0.05). Multi-factor analysis showed that physical health, perceived work pressure, workplace violence, perceived social support, occupational coping self-efficacy, and work-family conflict were the main influencing factors of ICU nurses' hidden absence, accounting for 34.4% of the total variation. Conclusion Hidden absence of ICU nurses is at a moderate level and it needs to be further improved. Clinical nursing managers should pay attention to the special psychological needs of ICU nurses, and more guidance helps to reduce the incidence of hidden absence, and improve nurses' work well-being.