目的 探讨新入职护士双元工作压力与隐性缺勤行为的关系,并分析工作形塑在两者间的中介效应。 方法 采用一般资料调查表、中文简化版斯坦福隐性缺勤问卷、挑战性-阻碍性压力量表、工作形塑量表对430名新入职护士进行问卷调查。 结果 新入职护士隐性缺勤条目均分为（2.95±0.62）分,挑战性压力条目均分为（2.59±0.74）分,阻碍性压力条目均分为（2.69±0.72）分,工作形塑条目均分为（2.85±0.50）分。挑战性压力与隐性缺勤呈负相关（r=-0.369,P<0.001）,与工作形塑呈正相关（r=0.393,P<0.001）。阻碍性压力与隐性缺勤呈正相关（r=0.625,P<0.001）,与工作形塑呈负相关（r=-0.102,P=0.034）。工作形塑在挑战性压力与隐性缺勤间存在部分中介效应,中介效应（-0.034）占总效应（-0.199）的17.1%。 结论 新入职护士存在较高水平的隐性缺勤行为,护理管理者可从帮助新入职护士正确对待压力,从有效工作形塑的角度采取针对性策略。

Objective To explore the influence of working stressor on presenteeism of new nurses,and to examine the mediating role of nurses’ job crafting. Methods A total of 430 new nurses were investigated with the General Information Questionnaire,the Stanford Presenteeism Scale,Challenge- and Hindrance-related Self-reported Stress Scale,and the Job Crafting Scale. Results The average scores of presenteeism,challenge stressor,hindrance stressor and the job crafting of new nurses were as follows：（2.95±0.74）,（2.59±0.62）,（2.69±0.72）,and（2.85±0.50）. There was a negative correlation between challenge stressor and presenteeism（r=-0.369,P<0.001）,and a positive correlation with job crafting（r=0.393,P<0.001）. While,there was a positive correlation between hindrance stressor and presenteeism（r=0.625,P<0.001）,and a negative correlation between hindrance stressor and job crafting（r=-0.102,P=0.034）. There was a partial mediating effect of job crafting between challenging stressor and presenteeism,and themediating effect（-0.034）accounted for 17.1% of the total effect（-0.199）. Conclusion There was a high level of presenteeism among new nurses. Nursing managers can take targeted strategies to help new nurses dealing with stressor appropriately to promote their job crafting.