【摘要】 目的 探讨发展型人力资源管理实践与护士建言行为的关系，以及职业韧性的中介作用。方法 便利抽取河南省7所三甲医院的328名护士，采用发展型人力资源管理实践量表、职业韧性量表和建言行为量表进行调查。采用AMOS26.0软件建立中介效应模型。结果 发展型人力资源管理实践、职业韧性、建言行为总分分别为68.70±6.26、94.16±8.80、33.65±8.35。职业韧性在发展型人力资源管理实践与护士建言行为之间起部分中介作用，中介效应占总效应的54.5%。结论 护士建言行为、职业韧性及医院发展型人力资源管理实践均处于中等水平；发展型人力资源管理实践可直接促进或通过职业韧性间接影响护士的建言行为。医院应采取发展型人力资源管理策略，提升护士的职业韧性，从而提高其建言行为。更多还原

【Abstract】 Objective To explore the relationship between developmental human resource practices(DHRP) and voice behavior among nurses and the mediating role of career resilience.Methods A convenience sample of 328 nurses from 7 tertiary Grade A hospitals in Henan Province were surveyed using the Developmental Human Resource Practices Scale, the Career Resilience Scale and the Voice Behavior Scale.AMOS26.0 software was used to construct the mediating effect model.Results The sample scored(68.70±6.26) for DHRP,(94.16±8.80) for career resilience, and(33.65±8.35) for voice behavior.Career resilience partially mediated the relationship between DHRP and voice behavior, accounting for 54.5% of the total effect.Conclusion DHRP of the hospital, as well as nurses′ career resilience and voice behavior are at moderate levels.DHRP can directly or indirectly(through career resilience) affect nurses′voice behavior.Hospital managers should adopt DHRP and enhance career resilience of nurses, so as to improve their voice behavior.更多还原