■本研究考察了护士职业压力与组织适应之间的关系,并分析了人际交往能力对这种关联的调节作用。
■在快速变化的医疗行业中,护士必须适应他们的医疗机构,并有能力提供护理。护士的压力水平更高,最近有报道,会降低他们的组织适应水平。这凸显了需要更多的研究方法来解决护士职业压力对组织适应的影响。由于人际交往能力已被证明可以减轻工作压力的负面影响,我们假设人际关系能力的提高会缓和职业压力和组织适应之间的关系。
■我们使用来自韩国500名护士的在线调查数据进行了横断面研究设计,通过护士广泛使用的移动应用程序上的招募广告招募参与者。我们使用描述性统计和多元线性回归进行数据分析,测试八个模型以适应职业压力(7个子领域和总体),人际交往能力,组织适应,和交互项(压力*人际能力),同时控制人口统计学变量。
■在500名抽样护士中,大多数是女性,平均年龄为27岁,有4年护理工作经验。所有测试的模型都很重要,解释了52-61%的组织适应差异。正如假设的那样,我们的分析显示,职业压力(总体及子领域评分)与组织适应之间存在负相关.护士的人际交往能力对职业压力和组织适应的所有子领域之间的负关系有显著的调节作用。除了工作不安全感和人际冲突。
■为了提高护士的组织适应水平,利益相关者应该解决职业压力源。培养人际交往能力将减轻护士压力的负面影响。利益相关者应认识到护士人际交往能力的重要性,并优先在学校和医院提供继续教育以培养人际交往能力。
UNASSIGNED: This study examined the relationship between occupational stress and organizational adaptation among nurses and analyzed the moderating effects of interpersonal competence on this association.
UNASSIGNED: In the rapidly changing medical industry, nurses must adapt to their healthcare organizations and competently provide care. Higher levels of stress in nurses, which have been reported recently, can decrease their organizational adaption levels. This highlights the need for more research examining ways to address the impacts of nurses\' occupational stress on organizational adaptation. Since interpersonal competence has been shown to mitigate the negative consequences of job stress, we hypothesized that improved interpersonal competence would moderate the relationship between occupational stress and organizational adaptation.
UNASSIGNED: We employed a cross-sectional study design using online survey data from 500 nurses in Korea, recruiting participants through a recruitment advertisement on a mobile application widely used by nurses. We used descriptive statistics and multiple linear regression to conduct our data analysis, testing eight models to fit occupational stress (7 subdomains and overall), interpersonal competence, organizational adaptation, and the interaction term (stress*interpersonal competence) while controlling for demographic variables.
UNASSIGNED: Of the 500 sampled nurses, most were female with a mean age of 27 and four years of nursing work experience. All models tested were significant, explaining 52-61 % of the variance in organizational adaptation. As hypothesized, our analysis revealed negative relationships between occupational stress (overall and subdomain scores) and organizational adaptation. Nurses\' interpersonal competence had significant moderating effects on the negative relationships between all subdomains of occupational stress and organizational adaptation, except job insecurity and interpersonal conflict.
UNASSIGNED: To raise nurses\' organizational adaptation levels, stakeholders should address occupational stressors. Cultivating interpersonal competence will alleviate the negative impacts of stress in nurses. Stakeholders should acknowledge the importance of interpersonal competence for nurses and prioritize providing continuing education in schools and hospitals to foster interpersonal competence.