The Study On The Influence Of Nursing Organizational Climate On Nurses' Professional Identity

ObjectiveThrough a survey on nursing organizational climate perception, team psychological security perception, nurses' job satisfaction and nurses' professional identity of nurses working in the clinical first-line of 3-A-large hospital, to analyze the effect on the nurses' professional identity by nursing organizational climate, to discuss and explore whether a mesomeric effect from the team psychological security and nurses' job satisfaction exists and plays a role between nursing organizational climate and nurses' professional identity or not, and to determine the path of influence on nurses' professional identity by nursing organizational climate.MethodsThis study is cross-sectional, it adopts the proportional stratified random sampling method, sampling 435 nurses who work in the clinical first-line, general information questionnaire, nursing organizational climate perception scale, team psychological security climate scale, nurses job satisfaction scale and nurses' professional identity rating scale were used to do a questionnaire survey, the software such as SPSS17.0 and AMOS20.0 were used to do a statistical analysis, of which the statistical methods included descriptive statistical analysis, single-factor analysis, multiple linear regression analysis, correlation analysis and path analysis.Results1. 440 questionnaires in total had been issued in this study, among which, the valid questionnaires were 435, the valid rate was 98.86%. The 435 samples of nurse included averagely aged 31.12±6.14 years old; including 25 males, accounting for 5.7%, 410 females, accounting for 94.3%.2. The score of nurses' professional identity working in large 3-A-grade hospital was 103.40±17.90. According to single factor analysis, there were significant differences in the influence of nurses' professional identity on age, working life, department, monthly average night shift frequencies, title, the distance between residence and working location, whether there are children and children situation. Multiple linear regression analysis showed that, working life, monthly average night shift frequencies, the distance between residence and working location, the monthly average night shift frequencies were the influencing factors and explained 4.7% of the the variances in nurses' professional identity.3. The score of perceptive level of nursing organizational climate of nurses working in large 3-A-grade hospital was 111.83±20.15. According to single factor analysis,there were significant differences in the influence of the nursing organizational climate on age,working life, department,monthly average night shift frequencies, title, the distance between residence and working location, monthly gross income, whether there are children. Multiple linear regression analysis showed that, the monthly average night shift frequencies, the distance between residence and working location, monthly gross income were the influencing factors and explained 9.1% of the variances in nursing organizational climate.4. The score of team psychological security of nurses working in large 3-A-grade hospital was 56.93±7.18. According to single factor analysis,there were significant differences in the influence of the team psychological security on working life,the distance between residence and working location. Further multiple linear regression analysis showed that working life, the distance between residence and working location couldn't walk into the team psychological security score of multiple regression equation.5. The score of nurses' job satisfaction working in large 3-A-grade hospital was 123.54±15.52. According to single factor analysis, there were significant differences in the influence of nurses' job satisfaction on age,working life, department, monthly average night shift frequencies, monthly gross income. Multiple linear regression analysis showed that, working life, the monthly average night shift frequencies were the influencing factors and explained 6.6% of the the variances in nurses' job satisfaction.6. It was shown by the correlation analysis results that, there are positive correlation between nursing organizational climate, team psychological security, nurses' job satisfaction and nurses' professional identity.7. It was shown by the results of path analytical model that, in the course that the nursing organizational climate had an influence on nurses' professional identity, a single mesomeric effect from nurses' job satisfaction existed(P<0.001), the single mesomeric effect from the team psychological security didn't exist(P>0.05), both the parallel and chained mesomeric effect from the team psychological security and nurses' job satisfaction existed(P<0.001).Conclusion1. The nursing organizational climate of large 3-A-grade hospital was at upper middle level, while team psychological safety, nurses' job satisfaction, nurses' professional identity were in the middle level.Nurses with lower monthly average night shift frequencies, a shorter distance between residence and working location, lower monthly gross income tended to have a higher level of nurses' organizational climate. There were significant differences in the influence of the team psychological security on working life,the distance between residence and working location. Nurses with lower monthly average night shift frequencies, been unmarried, shorter years of working life and the female nurses tended to have a higher level of job satisfaction. Nurses with a shorter distance between residence and working location, shorter years of working life and lower monthly average night shift frequencies tended to have a higher level of professional identity.2. The nursing organizational climate, the team psychological security, the nurses' job satisfaction and the nurses' professional identity were positively correlated with each other. Among which, The nursing organizational climate influenced the nurses' professional identity through the parallel and chained effect of the team psychological security and the nurses' job satisfaction, which was a reminder to nursing managers that the goal of optimizing the level of nurses' professional identity can be achieved by improving the nurse's perceptive level of team psychological security and level of job satisfaction.