ISSN 2097-6046（网络）
ISSN 2096-7446（印刷）
CN 10-1655/R
主管：中国科学技术协会
主办：中华护理学会
中华急危重症护理杂志

中华急危重症护理杂志 >

2025 , Vol. 6 >Issue 1: 31 - 36

DOI: https://doi.org/10.3761/j.issn.2096-7446.2025.01.004

论著

ICU护士认可体验及需求的质性研究

  • 劳月文 ,
  • 陈香萍 ,
  • 郭倩倩 ,
  • 颜华妃 ,
  • 丁珊妮 ,
  • 王莉 ,
  • 洪柳雨 ,
  • 黄洁 ,
  • 宫晓艳
展开
  • 310016 杭州市 浙江大学医学院附属邵逸夫医院重症医学科（劳月文，陈香萍，郭倩倩，丁珊妮，王莉，洪柳雨，黄洁，宫晓艳）; 武义县第一人民医院护理部（颜华妃）
劳月文：女，硕士，主管护师，护士，E-mail：3317079@zju.edu.cn
陈香萍，E-mail：chenxp@srrsh.com

收稿日期: 2024-03-19

  网络出版日期: 2025-01-14

基金资助

浙江大学医学院附属邵逸夫医院院内护理科研基金(202134HLGL)

收起

A qualitative study on the ICU nurses’ recognition experiences and needs

  • LAO Yuewen ,
  • CHEN Xiangping ,
  • GUO Qianqian ,
  • YAN Huafei ,
  • DING Shanni ,
  • WANG Li ,
  • HONG Liuyu ,
  • HUANG Jie ,
  • GONG Xiaoyan
Expand
  • Nursing Department，Sir Run Run Shaw Hospital，Zhejiang University School of Medicine，Hangzhou，310016，China

Received date: 2024-03-19

  Online published: 2025-01-14

Fold

摘要

目的 探索ICU护士认可体验及需求，为今后制订认可ICU护士的干预策略提供参考。方法 通过描述性质性研究方法，采用目的抽样法，于2023年7月—9月选取浙江省某三级甲等医院25名ICU护士进行4组焦点小组半结构式访谈，使用内容分析法对访谈资料进行整理与分析。结果 ICU护士认可体验可归纳为2个主题：专业价值的实现，塑造更好的自己；人际关系的建立，加强团队凝聚力。ICU护士认可需求可归纳为5个主题：认可氛围，营造ICU积极的文化；全面整体认可，深度接纳；针对个人具象化的认可，感知“被看见”的力量；即时反馈，“新鲜的认可”更有力量；基于个体偏好的认可，满足个性化的职业期待。结论 管理者应重视ICU护士认可体验及需求，营造认可氛围，提供基于护士偏好的认可，以改善ICU护士工作环境，促进最佳护理实践。

关键词： 重症监护病房; 护士; 认可; 需求; 质性研究

本文引用格式

劳月文 , 陈香萍 , 郭倩倩 , 颜华妃 , 丁珊妮 , 王莉 , 洪柳雨 , 黄洁 , 宫晓艳 . ICU护士认可体验及需求的质性研究[J]. 中华急危重症护理杂志, 2025 , 6(1) : 31 -36 . DOI: 10.3761/j.issn.2096-7446.2025.01.004

Abstract

Objective To understand the recognition experiences and needs of ICU nurses and to develop a reference for the future intervention strategies for recognizing ICU nurses. Methods Using a descriptive qualitative research method and purposive sampling，25 ICU nurses from a tertiary class A hospital in Zhejiang Province were selected for 4 semi-structured interviews from July to September 2023，and the interview data were collated and analyzed using content analysis. Results Recognition experiences of ICU nurses can be categorized into 2 themes，including realization of professional value and shaping a better self，the establishment of interpersonal relationships and strengthening team cohesion. Recognition needs of ICU nurses can be categorized into 5 themes，including recognition atmosphere to fosters a positive culture in the ICU，comprehensive recognition and deep acceptance，recognition for personal embodiment and feeling the power of being “seen”，immediate feedback and the power of “fresh recognition”，recognition based on individual preferences to meet personalized professional expectations. Conclusion Managers should pay attention to the recognition experiences and needs of ICU nurses，create a recognition atmosphere and provide recognition based on nurses’ preferences to improve the work environment and promote best nursing practice.

Key words： Intensive Care Units; Nurses; Recognition; Need; Qualitative Study

参考文献

[1] Quesada-Puga C, Izquierdo-Espin FJ, Membrive-Jiménez MJ, et al. Job satisfaction and burnout syndrome among intensive-care unit nurses:a systematic review and meta-analysis[J]. Intensive Crit Care Nurs, 2024,82:103660.
[2] Bruyneel A, Bouckaert N, Maertens de Noordhout C, et al. Association of burnout and intention-to-leave the profession with work environment:a nationwide cross-sectional study among Belgian intensive care nurses after two years of pandemic[J]. Int J Nurs Stud, 2023,137:104385.
[3] Roth C, Wensing M, Breckner A, et al. Keeping nurses in nursing:a qualitative study of German nurses’ perceptions of push and pull factors to leave or stay in the profession[J]. BMC Nurs, 2022, 21(1):48.
[4] Al Ahmari R, Al Qannass S, Govallen P, et al. The impact of nurses recognition,and empowerment related to nurses job satisfaction at KFSH-D[J]. Open J Nurs, 2023, 13(2):81-94.
[5] 丁茱萸, 庄一渝, 陈香萍, 等. AACN健康工作环境评估量表的汉化及信度效度检验[J]. 中国护理管理, 2019, 19(1):70-75.
  Ding ZY, Zhuang YY, Chen XP, et al. Reliability and validity of the Chinese version of AACN Healthy Work Environment Assessment Tool[J]. Chin Nurs Manag, 2019, 19(1):70-75.
[6] American Association of Critical-Care Nurses. Meaningful recognition[EB/OL]. (2018-06-27)[2024-03-17]. https://www.aacn.org/nursing-excellence/healthy-work-environments/meaningful-recognition.
[7] Eisenberger R, Stinglhamber F, Vandenberghe C, et al. Perceived supervisor support:contributions to perceived organizational support and employee retention[J]. J Appl Psychol, 2002, 87(3):565-573.
[8] Pun BT, Jun J, Tan AL, et al. Interprofessional team collaboration and work environment health in 68 US intensive care units[J]. Am J Crit Care, 2022, 31(6):443-451.
[9] Kelly LA, Lefton C. Effect of meaningful recognition on critical care nurses’ compassion fatigue[J]. Am J Crit Care, 2017, 26(6):438-444.
[10] Zimmermann D. Meaningful recognition:the tie to purpose[J]. J Nurs Adm, 2022, 52(10):509-510.
[11] Krueger RA. Focus groups:a practical guide for applied research/by Richard A. Krueger[M]. LOS Angeles London,1994.
[12] Hsieh HF, Shannon SE. Three approaches to qualitative content analysis[J]. Qual Health Res, 2005, 15(9):1277-1288.
[13] Leger K, Lajoie D, Wood LJ. Understanding inpatient surgical nurses’ meaningful recognition preferences[J]. J Nurs Adm, 2021, 51(12):614-619.
[14] Johansen ML, de Cordova PB, Weaver SH. Exploration of the meaning of healthy work environment for nurses[J]. Nurse Lead, 2021, 19(4):383-389.
[15] Marwa HA, Sabah ME, Abo-Shereda HM. Nurse Manager’s Mean-ingful Recognition Program:Its relation to staff nurses’ sense of coherence and self-efficacy during COVID-19 pandemic[J]. Sys Rev Pharm, 2021, 12(2):521-531.
[16] 王鑫鑫, 王霜霜, 贾彦楠, 等. 基于欣赏式探询构建护理组织管理新模式的研究进展[J]. 中国护理管理, 2020, 20(5):760-763.
  Wang XX, Wang SS, Jia YN, et al. Discussion on constructing new model of nursing organization management based on appreciative inquiry[J]. Chin Nurs Manag, 2020, 20(5):760-763.
[17] Doucette JN. Advice on meaningful recognition[J]. Nurs Manage, 2018, 49(8):56.
[18] 徐凌丽, 潘红英, 朱陈萍, 等. 结构化认可体系在护理管理中的应用[J]. 护理与康复, 2016, 15(4):365-368.
  Xu LL, Pan HY, Zhu CP, et al. Application of structured accreditation system in nursing management[J]. J Nurs Rehabil, 2016, 15(4):365-368.
[19] Schein EH, Schein P. Organizational culture and leadership. 5. Edition ed[M]. Hoboken: John Wiley and Sons,2017:384.
[20] 黄鑫, 尚文涵, 安磊, 等. 188所三级甲等公立综合医院护士执业环境与离职率的相关性研究[J]. 中华护理杂志, 2023, 58(15):1858-1864.
  Huang X, Shang WH, An L, et al. Correlation analysis between nursing practice environment and turnover rate in 188 ter-tiary A public general hospitals[J]. Chin J Nurs, 2023, 58(15):1858-1864.
[21] 丁茱萸, 庄一渝, 张佳佳, 等. 浙江省三级综合医院ICU健康工作环境评估量表常模的构建[J]. 中华急危重症护理杂志, 2023, 4(11):993-999.
  Ding ZY, Zhuang YY, Zhang JJ, et al. Establishment of norms of ICU Healthy Work Environment Assessment Tool in the tertiary general hospitals of Zhejiang Province[J]. Chin J Emerg Crit Care Nurs, 2023, 4(11):993-999.
[22] Sweeney CD, Wiseman R. Retaining the best:recognizing what meaningful recognition is to nurses as a strategy for nurse leaders[J]. J Nurs Adm, 2023, 53(2):81-87.
[23] Hurley G, Curtis K, Hammond JA. Hermeneutic phenomenological research on how nurse educators make meaning of compassion and understand its role in their professional practice[J]. Nurse Educ Today, 2022,119:105588.
[24] Miyata C, Arai H, Suga S. Characteristics of the nurse manager’s recognition behavior and its relation to sense of coherence of staff nurses in Japan[J]. Collegian, 2015, 22(1):9-17.
[25] Kim SH, Kim EY. Development of a reward scale for hospital nurses[J]. J Korean Acad Nurs, 2023, 53(5):525-537.
Options
文章导航

/

〈 〉