薪资并不能够解决员工对组织团队的“忠诚度” | 护理SCI文献解读

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对于任何行业来说，薪酬都是会起到某种程地下“决定性”作用的。研究显示，提高薪酬在一定程度上可以缓解员工与组织之间的“矛盾”，但是薪资的奖励作用也仅仅是暂时性的解决问题，并不能解决员工对组织的长期忠诚度[1,2]。

研究指出，员工是否对于不同薪酬类型感到满意是激励员工工作态度和行为的一个关键因素。这个时候就出现了“精神薪酬满意度”（psychological reward satisfaction）的概念。其中，De Gieter将精神薪酬定义为：对于雇员与她/他的管理者、同事和/或客户建立起来的一种专业的人际关系的积极度、支持性的、评估结果[3-5]。

本次给大家分享一篇关于“精神薪酬满意度”主题的文献：Ren, Z., Zhang, X., Sun, Y., Li, X., He, M., Shi, H., Zhao, H., Zha, S., Qiao, S., Li, Y., Pu, Y., Fan, X., Guo, X. and Liu, H. (2021), Relationships of professional identity and psychological reward satisfaction with subjective well‐being among chinese nurses. Journal of Nursing Management. Accepted Author Manuscript. 

护士职业认同、精神薪酬满意度与主观幸福感的关系研究

Abstract摘要

Aims This study aimed at exploring the impact of professional identity and psychological reward satisfaction on subjective well‐being and clarifying the effect of psychological reward satisfaction on this relationship.

研究目的：本研究旨在探讨职业认同和精神薪酬满意度对主观幸福感的影响，明确精神薪酬满意度对这一关系的影响。

Background People know little about the effect of psychological reward satisfaction on the relationship between professional identity and subjective well‐being.

研究背景：目前，关于精神薪酬满意度对于“职业认同与主观幸福感”之间的作用尚不清楚。

Methods A cross‐sectional survey was carried out on 1,009 nurses from Qiqihar City, Heilongjiang Province of China. Professional Identity Scale, Psychological Reward Satisfaction Scale, and General Well‐Being Schedule were used to assess professional identity, psychological reward satisfaction and subjective well‐being, respectively. Associations were explored by using structural equation modeling.

研究方法：①横断面研究设计；②使用职业认同量表、精神薪酬满意度量表和主观幸福感量表对来自黑龙江齐齐哈尔市的1009名护士进行调查；③使用结构方程模型进行探讨其结构关系。

Results The subjective well‐being of 436 (43.2%) nurses was at low and moderate levels. After the adjustment of potential confounding factors, professional identity was still associated with subjective well‐being (B = 3.035, β = 0.215, P < 0.001). Professional identity (r = 0.308) and psychological reward satisfaction (r = 0.309) were positively correlated with subjective well‐being. Psychological reward satisfaction mediated the association between professional identity and subjective well‐being (Effect = 0.114, P < 0.001).

研究结果：①43.2%的护士表示主观幸福感处于中低水平；②控制混杂因素之后，职业认同与主观幸福感存在相关性（B = 3.035, β = 0.215, P < 0.001）；③职业认同和精神薪酬满意度与主观幸福感呈现正相关；其中，精神薪酬满意度在职业认同和主观幸福感关系中起中介作用 (Effect = 0.114, P < 0.001)。

Conclusion This study suggested that the subjective well‐being of nurses should be improved by paying special attention to them and taking targeted support measures.

研究结论：本研究建议对护士的主观幸福感应给予特别关注，并采取针对性的支持措施

Implications for Nursing Management Nursing managers can help enhance the professional identity of nurses by organizing nursing education activities, and pay more attention to psychological reward satisfaction to improve the subjective well‐being of nurses.

研究实践意义：护理管理者可以通过组织护理教育活动来提高护士的职业认同，尤其是精神薪酬满意度，提高护士的主观幸福感。

参考文献

[1] 陈菲菲, 杨敏, 高伟, 等. 中文版护士精神薪酬满意度量表的信度和效度检测[J]. 护理学杂志, 2011,26(13):11-13.

[2] 龚雪. 员工积极—消极情感与薪酬满意度的实证研究[D]. 湖北大学, 2013.

[3] 曹艳敏. 知识型员工薪酬满意度对员工主观幸福感、工作绩效的影响[D]. 华南理工大学, 2020.

[4] De Gieter S, De Cooman R, Hofmans J, et al. Pay-Level Satisfaction and Psychological Reward Satisfaction as Mediators of the Organizational Justice-Turnover Intention Relationship[J]. International Studies of Management & Organization, 2012,42(1).

[5] 孙晓鹏. 临床科室医护人员薪酬满意度研究[D]. , 2017.

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