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工作绩效是指个体开展能够实现组织目标与宗旨的有价值的、可测量的行为[1]。临床护士作为医疗核心力量,对医院自身的发展也起到举足轻重的作用。在以往的实证研究中,对工作绩效的研究多集中在显性因素,但近几年随着组织行为学的不断发展,针对护士心理因素的研究也逐渐增多。工作价值观是指个体对自己从事的工作做出相应的价值判断,是对工作价值、伦理以及信仰的综合认知[2]。国内研究[3]指出工作价值观与工作绩效有显著相关性。内在动机是指个体为了追求并获得更高的自我满足与人生价值,从而积极主动从事某项活动或工作。大量实证研究表明,内在动机强的社会工作者,其工作绩效也愈强[4]。自我效能感是指个体对本身可否胜任某事的预期评估,这种预期能够调动个体的内在动机、资源等一系列积极行为[5-6]。研究[7]表明,自我效能感与工作绩效呈正相关关系。计划行为理论表明:个体的信念越积极,主观感知到的对行为控制力越强,则对行为的改变会有正向激励作用。本研究试图从与临床护士心理影响因素密不可分的工作价值观、内在动机以及自我效能感三个方面来考察其与工作绩效的关系,为医院管理者完善护士工作绩效制度和管理制度提供方法学的帮助。
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采用Harman单因子检验对所有项目进行探索性因子分析,得到特征值>1的因子12个,第一个因子解释的变异量是25.08%,未达40%上限值,可以得出本研究没有共同方法偏差风险的结论。
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工作价值观与工作绩效呈显著正相关(P < 0.01),内在动机与工作绩效呈显著正相关(r=0.428,P < 0.01),工作价值观与内在动机亦呈显著正相关(r=0.457,P < 0.01),自我效能感与工作绩效亦呈显著正相关(r=0.352,P < 0.01),工作价值观与自我效能感亦呈显著正相关(r=0.162,P < 0.01)(见表 1)。
相关因素 M SD 1 2 3 4 5 6 1=工作价值观 5.329 0.498 1 2=内在动机 5.202 0.833 0.457** 1 3=工作绩效 4.359 0.438 0.407** 0.428** 1 4=任务绩效 4.454 0.451 0.417** 0.340** 0.883** 1 5=周边绩效 4.309 0.473 0.367** 0.435** 0.971** 0.744** 1 6=自我效能感 2.711 0.648 0.162** 0.414** 0.352** 0.288** 0.354** 1 **P < 0.01 表 1 工作价值观、内在动机、自我效能感和工作绩效的相关矩阵(n=409)
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按照理论假设,以工作价值观为自变量,工作绩效为因变量,内在动机和自我效能感为双重中介因素构建结构方程模型;并根据理想指标对模型进行修正可得出该模型配适度良好(见表 2)。考察模型内的各个参数估计,所有路径的标准化系数均有统计学意义(P < 0.05)。工作价值观、内在动机与自我效能感都可以直接正向预测工作绩效,标准化路径系数分别为0.18、0.42、0.16(见图 1)。工作价值观还可以通过内在动机、自我效能感对工作绩效产生间接预测作用,间接效应分别为0.27、0.03。因此工作价值观对工作绩效的标准化总效应为0.48,外因变量工作价值观、内在动机自我效能感能够解释内因变量工作绩效总变异的40%。
χ2 CMIN/df GFI RFI NFI CFI IFI TLI RMSEA 原模型拟合指数 364.071 9.102 0.847 0.805 0.858 0.871 0.872 0.822 0.141 修正后拟合指数 92.62 2.807 0.958 0.94 0.964 0.976 0.976 0.96 0.067 理想标准 — <3 >0.9 >0.9 >0.9 >0.9 >0.9 >0.9 <0.08 注:CMIN/df=极大似然比χ2值/自由度,GFI=拟合优度指数,RFI=相对适配指数,NFI=规准适配指数,CFI=比较适配指数,IFI=增值指数,TLI=非标准拟合指数,RMSEA=渐进残差均方和平方根 表 2 结构方程模型拟合指数
护士工作价值观对工作绩效的影响:内在动机与自我效能感的双重中介效应
Effect of nurses' work value on work performance: the dual mediating effect of intrinsic motivation and self-efficacy
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摘要:
目的探索临床护士工作价值观与工作绩效的关系,以及内在动机与自我效能感的双重中介作用。 方法采用自编一般资料问卷、工作价值观量表、内在动机量表、自我效能感量表及工作绩效量表,对409名临床护士进行调查,对结果进行相关分析及构建结构方程模型。 结果工作价值观、工作绩效、内在动机与自我效能感4个变量之间呈正相关(P < 0.01);结构方程模型显示,工作价值观、内在动机及自我效能感对工作绩效有直接效应(P < 0.05),工作价值观还以内在动机、自我效能感为中介变量,对工作绩效有间接效应(P < 0.05);工作价值观、内在动机与自我效能感对工作绩效的标准化路径系数分别为0.18、0.42、0.16(P < 0.01),工作价值观对工作绩效的标准化总效应为0.48,外因变量工作价值观、内在动机与自我效能感能够解释内因变量工作绩效总变异的40%。 结论医院与护理管理者应积极调动护士内在动机与自我效能感,完善护士工作绩效制度和管理制度。 Abstract:ObjectiveTo explore the relationship between clinical nurses' work value and job performance, and dual mediating effect of intrinsic motivation and self-efficacy. MethodsA total of 409 clinical nurses were investigated using self-designed general information questionnaire, work value scale, intrinsic motivation scale, self-efficacy scale and job performance scale, and the results of which was analyzed to construct the structural equation model. ResultsThe Work value, work performance, intrinsic motivation and self-efficacy were positively correlated(P < 0.01).The structural equation model showed that the work value, intrinsic motivation and self-efficacy had direct effects on job performance, and the work value was also mediated by motivation and self-efficacy, which had indirect effects on job performance(P < 0.05).The standardized path coefficients of work value, intrinsic motivation and self-efficacy on job performance were 0.18, 0.42 and 0.16, respectively(P < 0.01), and the total standardized effect of work value on job performance was 0.48.External variable work value, intrinsic motivation and self-efficacy could explain 40% of the total variation of job performance of internal variable. ConclusionsHospital and nursing managers should actively mobilize nurses' intrinsic motivation and self-efficacy, and improve the job performance system and management system of nurses. -
Key words:
- work value /
- job performance /
- intrinsic motivation /
- self-efficacy /
- nurse
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表 1 工作价值观、内在动机、自我效能感和工作绩效的相关矩阵(n=409)
相关因素 M SD 1 2 3 4 5 6 1=工作价值观 5.329 0.498 1 2=内在动机 5.202 0.833 0.457** 1 3=工作绩效 4.359 0.438 0.407** 0.428** 1 4=任务绩效 4.454 0.451 0.417** 0.340** 0.883** 1 5=周边绩效 4.309 0.473 0.367** 0.435** 0.971** 0.744** 1 6=自我效能感 2.711 0.648 0.162** 0.414** 0.352** 0.288** 0.354** 1 **P < 0.01 表 2 结构方程模型拟合指数
χ2 CMIN/df GFI RFI NFI CFI IFI TLI RMSEA 原模型拟合指数 364.071 9.102 0.847 0.805 0.858 0.871 0.872 0.822 0.141 修正后拟合指数 92.62 2.807 0.958 0.94 0.964 0.976 0.976 0.96 0.067 理想标准 — <3 >0.9 >0.9 >0.9 >0.9 >0.9 >0.9 <0.08 注:CMIN/df=极大似然比χ2值/自由度,GFI=拟合优度指数,RFI=相对适配指数,NFI=规准适配指数,CFI=比较适配指数,IFI=增值指数,TLI=非标准拟合指数,RMSEA=渐进残差均方和平方根 -
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