| 摘要: |
| 目的 将工作场所无礼行为量表引入新入职护士群体，并探究新入职护士经历工作场所无礼行为对其离职意愿的影响。方法 通过问卷调查法，调查了新参加工作三年内的护士696人。采用探索性因子分析法和阶层回归分析进行数据分析。结果 工作场所无礼行为量表包含2个维度下的12个测量条目，问卷的格朗巴赫一致性系数为0.893，量表具有良好的结构效度和预测效度， 新入职护士经历工作场所无礼行为对离职意愿具有显著的正向预测作用（β= 0.352，P＜0.01）。结论 新入职护士经历工作场所无礼行为量表具有良好的信效度，同时，经历高水平的工作场所无礼行为的新入职护士心理压力增强及工作嵌入度降低，进而她们的离职意愿增高。 |
| 关键词: 新入职护士 工作场所无礼行为 信效度 离职意愿 |
| DOI： |
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| 基金项目: |
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| Measures and its Influence on Turnover Intention of Uncivilized Behaviors by New Nurses at Workplace |
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| Abstract: |
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Objective
To introduce the workplace uncivilized behavior scale into the research about new nurses, and explore the influence of workplace uncivilized behavior on turnover intention. Methods 696 nurses within 3 years were investigated by the questionnaire survey. The exploratory factor analysis and the hierarchical regression analysis were used for data analysis. Results The workplace uncivilized behavior scale includes 12 items under 2 dimensions. The internal consistency coefficient of scale is 0.893. The scale has a good convergent and predictive validity. Workplace incivility experiences of new nurses have significant positive prediction affecting their turnover intention (β= 0.352，P＜0.01). Conclusion The workplace uncivilized behavior scale has a good reliability and validity, meanwhile, new nurses experiencing a high level of workplace uncivilized behavior will experience more psychological pressure and less job embeddedness. So their turnover intention becomes higher. |
| Key words: new nurse, workplace uncivilized behavior, reliability and validity, turnover intention |
