摘要目的 探讨ICU护士心理资本、职业高原与离职意愿现状,并分析心理资本、职业高原对离职意愿的影响.方法 采用便利抽样法,于2017年2—4月选取温州医科大学附属第二医院符合标准的233名ICU护士为研究对象,采用护士心理资本问卷中文修订版、职业高原问卷和离职意愿量表对其进行调查.本研究共发放问卷233份,回收有效问卷224份.结果 224名ICU护士心理资本问卷总得分为(88.53±13.16)分,其中自我效能维度得分最高,希望维度得分最低;职业高原总均分为(3.83±0.92)分,离职意愿得分为(16.82±5.01)分.分层逐步回归分析结果显示,合同制聘用、希望、层级高原和内容高原就ICU护士离职意愿的主要影响因素,可解释总变异的39.8%.结论 ICU护士离职意愿较为强烈,合同制聘用、希望、层级高原和内容高原可影响其离职意愿.ICU护理管理者应根据护士的心理资本与职业高原现状,制定合理有效的心理资本提升策略和职业高原缓解策略,采取适当措施提高合同制聘用护士的工作热情和工作满意度,促进ICU护理队伍的稳定性.

abstractsObjective To investigate the current status of psychological capital, career plateau and turnover intention in ICU nurses and to analyze the influence of psychological capital and career on turnover intention. Methods A total of 233 ICU nurses from the 2nd Affiliated Hospital of Wenzhou Medical University who met the criteria were selected by convenient sampling from February to April 2017. The nurses were investigated with the Psychological Capital Questionnaire-Chinese (PCQC), Career Plateau Questionnaire (CPQ) and Turnover Intention Scule (TIS). Totally 233 questionnaires were handed out and 224 valid questionnaires were collected. Results The total score of psychological capital in the 224 ICU nurses was (88.53±13.16), and the highest score was found in the dimension of self-efficacy, while the lowest score was in the dimension of hope; the total average score of career plateau was (3.83±0.92); and the score of turnover intention was (16.82±5.01). According to the hierarchical stepwise regression analysis, contractual employment, hope, hierarchical plateau and content plateau were the main influencing factors of ICU nurses' turnover intention, which could account for 39.8% of the total variation. Conclusions ICU nurses show a strong turnover intention, and contractual employment, hope, hierarchical plateau and content plateau may affect their turnover intention. ICU nursing managers should formulate proper and effective improvement strategies for psychological capital and alleviation strategies for career plateau based on the current status of psychological capital and career plateau in nurses and take proper measures to enhance their enthusiasm and job satisfaction of contractually employed nurses, and reinforce the stability of ICU nursing team.