【摘要】 目的 分析养老护工离职倾向的相关因素，为有效降低离职倾向、提高社会养老服务水平提供策略依据。方法 采用面对面结构式访谈的方式获取黑龙江省13个地市现场调查问卷439份，对离职倾向、职业倦怠、职业认同的测量数据进行统计分析。结果 职业倦怠总分为24.95±12.44,职业认同得分为35.38±7.38,离职倾向得分为8.99±3.05;职业倦怠与养老护工离职倾向回归分析中，模型一回归结果显示，学历越低养老护工的离职倾向越高(P<0.05);模型二结果显示，去个性化(P<0.01)、情绪衰竭(P<0.001)、个人成就感低(P<0.01)与养老护工离职倾向均成正相关，并验证了研究假设H1a、H1b、H1c;模型三结果显示，职业认同与养老护工离职倾向呈负相关(P<0.001);职业认同的中介效应中，回归一c值显著；回归二a值不显著，否定了研究假设H2b;回归三验证了研究假设H2a和H2c。结论 职业倦怠和职业认同与养老护工的离职倾向有关，且直接影响其服务质量及老年护理员队伍的稳定性。更多还原

【Abstract】 Objective To analyze the related factors of turnover intention of elderly care workers, so as to provide strategic basis for effectively reducing turnover intention and improving social elderly care service level. Methods A total of 439 questionnaires were collected from 13 cities in Heilongjiang province through face-to-face structured interviews, and the measurement data of turnover intention, job burnout and job identity were statistically analyzed. Results The total score of job burnout was 24.95±12.44, the professional identity score was 35.38±7.38, and the turnover intention score was 8.99±3.05. In the regression analysis between job burnout and the turnover intention of elderly care workers, the regression results of model 1 showed that the lower the educational background, the higher the turnover intention of elderly care workers(P<0.05); The results of model 2 showed that depersonalization(P<0.01), emotional exhaustion(P<0.001), and low personal achievement(P<0.01) were positively correlated with the turnover intention of elderly care workers, and verified the research hypotheses H1a, H1b and H1c; The results of model 3 showed that there was a negative correlation between professional identity and turnover intention of elderly care workers(P<0.001); Among the mediating effects of professional identity, regression-C value was significant; The regression binary a value was not significant, and it negated the research hypothesis H2b; Regression three verified study hypotheses H2a and H2c. Conclusion Job burnout and professional identity are related to the turnover intention of the elderly care workers, and directly affect their service quality and the stability of the elderly care team.更多还原