青岛市男护士执业环境的现状及其影响因素分析
Analysis on the Status and Influencing Factors of Male Nurse Practice Environment in Qingdao

目的：了解男护士的执业环境现状并分析其影响因素，为改善男护士执业环境提供参考和依据。方法采用一般资料调查表、修订版护士执业环境评测量表、护士职业认同评定量表，对青岛地区747名男护士进行问卷调查。结果：男护士执业环境总体评价得分为81.00 (62.00, 100.00)分。单因素分析结果显示，所在医疗机构等级、是否为教学医院、所在科室、月收入、第一学历、婚姻状况、是否有子女的男护士执业环境总得分比较，差异有统计学意义(P < 0.05)。多元回归分析显示所在医疗机构等级、所在科室、年龄、工作年限、月收入、第一学历、职业自我反思、职业挫折应对和职业认知评价是男护士执业环境的影响因素，可解释64.4%的总变异。结论：男护士认为其执业环境尚可，医院管理者应关注其医院管理参与度和薪酬待遇，重视其对自身职业的积极认知和未来职业规划，从而提高男护士的执业环境水平，稳定年轻的男性护理队伍，降低男护士的离职率。
Objective: To understand the status quo of male nurses’ working environment and analyze its influencing factors, to provide reference and basis for improving the working environment of male nurses. Methods: A questionnaire survey was conducted among 747 male nurses in Qingdao area by using general data questionnaire, revised version of nurse practice environment assessment scale and nurse professional identity assessment scale. Results: The overall evaluation score of practicing environment for male nurses was 81.00 (62.00, 100.00). The results of univariate analysis showed that there were statistically significant differences in the total scores of male nurses’ working environment among the levels of medical institutions, teaching hospitals, departments, monthly income, first degree, marital status and whether they had children (P < 0.05). Multiple regression analysis showed that grade of medical institution, department, age, working years, monthly income, first degree, occupational self-reflection, coping with occupational frustration and occupational cognitive evaluation were the influencing factors of the working environment of male nurses, which could explain 64.4% of the total variation. Conclusion: Male nurses think their practice environment is fine, and hospital managers should pay attention to their participation in hospital management and salary, and pay attention to their positive cognition of their own profession and future career planning. Thus, the practice environment level of male nurses can be improved, the young male nursing team can be stabilized, and the turnover rate of male nurses can be reduced.