目的 了解护士经历工作场所负性行为的现状及其影响因素,为改善护士工作环境、提升护士职业健康水平提供依据。方法 采用多阶段抽样法,于2023年11月—12月选取来自28个省份63所公立医院的4 484名护士作为调查对象,应用一般资料调查表、中文版负性行为问卷、中文版大五人格问卷第二版神经质维度、简易应对方式问卷、护理组织氛围量表、中文版领悟社会支持量表同伴支持分量表、丹尼森组织文化量表参与性与一致性特质对其进行调查。结果 共回收有效问卷4 325份,有效问卷回收率为96.45%。共有19.86%(859/4 325)的护士经历过工作场所负性行为。Logistic回归分析结果显示,职称为中级或高级(以初级为参照)、职务为科(总)护士长或(副)护士长(以无职务为参照),以及神经质、消极应对、护理组织氛围、同伴支持、参与性与一致性特质水平是护士经历工作场所负性行为的影响因素(P<0.05)。结论 工作场所负性行为在护士群体中的发生率较高。职称较高者、中层管理者、神经质与消极应对水平较高者,以及对感知的护理组织氛围、同伴支持、组织文化参与性与一致性特质水平较低者更频繁经历工作场所负性行为。护理管理者应当关注重点人群,注重组织文化、氛围建设,促进积极的同事关系和支持网络的形成,降低护士经历工作场所负性行为的可能性。

Objective To understand the current status and influencing factors of nurses’ experiences with negative behaviors,and to provide a basis for improving nurses’ working environment and enhancing their occupational health. Methods Using a multi-stage convenient sampling method,a survey was conducted among 4 484 nurses from 63 public hospitals in 28 provinces from November 2023 to December 2023. The participants were investigated using the general information questionnaire,the Chinese version of Negative Acts Questionnaire Revised,the neuroticism dimension of the Big Five Inventory-2,the Simplified Coping Style Questionnaire,the Nursing Organizational Climate Scale,the peer support dimension of the Chinese version of the Perceived Social Support Scale,and the participation and consistency dimensions of the Organizational Culture Scale. Results A total of 4 325 valid questionnaires were collected,with a recovery rate of 96.45%. Among them,19.86%(859/4 325) of nurses had experienced negative behaviors. Logistic regression analysis showed that intermediate or senior professional titles(compared to junior titles),positions as head nurses or deputy head nurses(compared to no position),neuroticism,passive coping,nursing organizational climate,peer support,and levels of participation and consistency were influencing factors for nurses’ experiences with negative behaviors(P<0.05). Conclusion The incidence of nurses’ experiences with negative behaviors is relatively high. Nurses with higher professional titles,middle-level managers,those with higher neuroticism or passive coping levels,and those with lower perceived nursing organizational climate,peer support,and levels of participation and consistency are more likely to experience negative behaviors. Nursing managers should focus on key groups,emphasize organizational culture and climate construction,promote positive colleague relationships and the formation of support networks,and reduce the likelihood of nurses experiencing negative behaviors.