陈文峰 韩莉 李宁 罗莉 尹芳

[摘要]目的探討情绪调节自我效能感护士长绩效感知对科室护士职业倦怠感的影响。方法选择2019年1月至2021年1月在潍坊市人民医院工作的临床一线护理人员100名为研究对象。按照随机数字表法分为两组，每组各50名。观察组行本研究护士长情绪调节自我效能感，提高其对医院绩效工作系统的感知，对照组实施常规护理管理，绩效考核上以医院及护理部制订政策为标准。比较两组干预前后护士长核心能力评分、两组护士职业压力来源，比较两组护士职业认可度各项得分及两组护士职业倦怠各项得分，分析护士长自我效能感与护士职业认同感及护士职业倦怠得分相关性。比较两组干预前后护理人员整体绩效。结果干预后两组护士长核心能力评分高于干预前（ P <0.05），观察组护士长核心能力评分高于对照组（ P <0.05）， 观察组护士针对任务不适、责任压力过大、休闲时间少、害怕纠纷的压力来源比例均小于对照组（ P <0.05），观察组护士职业认可度中职业认同感、职业目标感、职业态度、职业价值及自我理解能力得分均高于对照组（ P <0.05），观察组护士职业倦怠指标中情感耗竭、去人格化及低个人成就感得分及总分均高于对照组（ P <0.05），护士长自我效能感与护士职业认同感及护士职业倦怠得分变化均呈正相关（ P <0.05）。干预后两组护理人员整体绩效显著高于干预前（ P <0.05），且观察组护理人员第一季度整体绩效高于对照组（ P <0.05）。结论通过护士长情绪调节自我效能感，并提高其对医院绩效工作的感知进行干预，可有效提高护士长核心能力，对降低护理人员的压力感，提高职业认同度，降低职业倦怠感，提高科室护士整体绩效有重要价值。

[关键词]情绪调节;自我效能感;护士长;绩效感知;护士长核心能力;护士;职业倦怠感

[中图分类号] R47  [文献标识码] A   [文章编号]2095-0616（2021）23-0165-05

Effect of regulatory emotional self-efficacy and performance perceptions of head nurses on occupational burnout of staff nurses

CHEN  Wenfeng    HAN  Li    LI  Ning    LUO  Li    YIN  Fang

1. Section of Education and Training， Weifang People's Hospital， Shandong， Weifang 261041， China;2. Section of Human Resources， Weifang People's Hospital， Shandong， Weifang 261041， China;3. Emergency Department， Weifang People's Hospital， Shandong， Weifang 261041， China;4. Medical Insurance Office， Weifang People's Hospital， Shandong， Weifang 261041， China;5. Department of Nephrology， Weifang People's Hospital， Shandong， Weifang 261041， China

[Abstract] Objective To investigate the effect of regulatory emotional self-efficacy and performance perceptions of head nurses on occupational burnout of staff nurses. Methods A total of 100 clinical front-line nurses working in Weifang People's Hospital from January 2019 to January 2021 were selected as the study subjects. They were divided into two groups of 50 each according to the random number table method. The observation group received regulatory emotional self-efficacy for head nurses， for improving their perception on the hospital performance operating system， while the control group received conventional nursing management. The policies developed by the hospital and the nursing department were taken as the standard for performance assessment. The core competency scores of head nurses， the sources of occupational stress in staff nurses， as well as the scores of occupational recognition and the scores of occupational burnout of staff nurses were compared between the two groups. The correlation between self-efficacy of head nurses and the scores of occupational recognition and occupational burnout of staff nurses was analyzed. In addition， the overall performance of staff nurses before and after the intervention was compared between the two groups. Results After the intervention， the core competency scores of head nurses in both groups were higher than those before the intervention （P <0.05）， and the core competency scores of head nurses in the observation group were higher than those in the control group （P <0.05）. The proportion of stress sources for staff nurses such as discomfort from tasks， excessive responsibility pressure， little leisure time， and fear of disputes were lower in the observation group than in the control group （P <0.05）. In terms of the occupational recognition of staff nurses， the scores of occupational identity， sense of occupational goals， occupational attitudes， occupational value and self- understanding ability were higher in the observation group than those in the control group （P <0.05）. In terms of the occupational burnout of staff nurses， the scores of emotional exhaustion， depersonalization and low personal accomplishment and the total score were higher in the observation group than those in the control group （P <0.05）. Self-efficacy of head nurses was positively correlated with changes in the scores of occupational identity and occupational burnout of staff nurses （P <0.05）. The overall performance of staff nurses was significantly higher in both groups after the intervention than that before the intervention （P <0.05）， and the overall performance of staff nurses in the first quarter was higher in the observation group than that in the control group （P <0.05）. Conclusion Intervention through regulatory emotional self-efficacy of head nurses and improving their perceptions on hospital performance work can effectively improve the core competencies of head nurses， which is of great value in reducing the sense of stress， improving professional identity， reducing occupational burnout， and improving the overall performance of staff nurses.

[Key words] Emotion regulation; Self-efficacy; Head nurses; Performance perceptions; Core competencies of head nurses; Staff nurses; Occupational burnout

直至目前我国护士仍存在较大缺口[1]。护士作为社会职业之一，其在圆满完成自身工作，确保工作质量过程中，所承担的工作压力相对较高，如患者病情观察、护患关系处理、继续医学教育等[2]，同时还需兼顾家庭生活，还有应承担的社会责任，以上多方面的直接或间接压力均可能引起护士的职业倦怠产生[3]。研究证实[4]，临床护士是发生职业倦怠的高发人群。情绪调节自我效能感属于自我效能感的主要组成部分，其主要从受试者的情绪调节方面，为个体进行有效调节自身情绪、自信水平管理的依据[5]。……