I 摘要 在新时代下，人民日益增长的美好生活需要对健康提出了更高要求，习总书 记在《“健康中国2030”规划纲要》中提出要全面建立中国特色基本医疗卫生制 度、健全现代医院管理制度、加强基层医疗卫生服务体系和全科医生队伍建设。 在2020年的新冠疫情中，护理人员在保卫人民健康中发挥了重要作用。为了进 一步推动护理人力资源管理和建设，有必要提高护理人员的工作满意度和职业幸 福感。所以本文尝试引入情感劳动这一中介变量，探究如何通过组织认同提高护 理人员工作满意度。 本研究以社会认同、资源保护和认知不协调三个理论为基础，探究护理人员 组织认同、情绪劳动与工作满意度的关系，运用SPSS25.0和AMOS24.0对数据 进行分析，验证调查数据的信效度，并进行相关、回归分析和中介效应检验。研 究结果表明：⑴各变量在人口统计因素上存在差异。不同属性的员工在组织认同、 情绪劳动以及工作满意度上存在显著差异；⑵护理人员组织认同对工作满意度有 显著影响，其中主要是积极评价和自主行为两个维度对工作满意度具有正向影响； ⑶护理人员组织认同对情绪劳动中的深层表演有显著影响，主要是自主行为维度 对深层表演具有正向影响；⑷护理人员情绪劳动对工作满意度有显著影响，其中 深层表演对工作满意度有正向预测作用，而表层表演能够负向预测工作满意度； ⑸情绪劳动是护理人员组织认同对工作满意度的部分中介，组织认同通过深层表 演对工作满意度产生显著影响。根据研究结论，本文认为，医院要提高护理人员 工作满意度，可以通过价值观教育、职业生涯规划和积极承担社会责任等方式提 高护理人员组织认同，使护理人员对组织积极评价，自主地从组织目标出发进行 工作，并通过情绪劳动教育促使护理人员更倾向采取深层表演策略，从而获得积 极的工作反馈，达到工作期望，进而提升其工作满意度。 关键词：护理人员；组织认同；情绪劳动；工作满意度 论文类型：应用研究 西南科技大学硕士学位论文 II ABSTRACT In the new era, the people’s ever-increasing need for a better life puts forward higher requirements on health. In the "Healthy China 2030" Planning Outline, General Secretary Xi proposed the comprehensive establishment of a basic medical and health system with Chinese characteristics and a sound modern hospital management system. Strengthen the construction of the grassroots medical and health service system and general practitioners. When we got Corona Virus Disease in 2020, nursing staff played an important role in protecting people's health. In order to further promote the management and construction of nursing human resources, it is necessary to improve the job satisfaction and professional happiness of nursing staff. Therefore, this article attempts to introduce emotional labor as an intermediary variable to explore how to improve nurses' job satisfaction through organizational identification. Based on the three theories of social identity, resource protection and cognitive dissonance, this research explores the relationship between nursing staff’s organizational identity, emotional labor and job satisfaction. It uses SPSS25.0 and AMOS24.0 to analyze the data and verify the survey data. Reliability and validity of the data, and carry out correlation, regression analysis and mediation effect test. The research results show that: (1) There are differences in demographic factors among various variables. Employees with different attributes have significant differences in organizational identity, emotional labor, and job satisfaction; (2) Nursing staff’s organizational identity has a significant impact on job satisfaction, and the main two dimensions of positive evaluation and autonomous behavior are positive for job satisfaction. Impact; (3) Nursing staff’s organizational identity has a significant impact on deep-level performance in emotional labor, mainly because the dimension of autonomous behavior has a positive impact on deep-level performance; (4) Nursing staff’s emotional labor has a significant impact on job satisfaction, and deep-level performance can be positively predicted Job satisfaction, and surface performance can negatively predict job satisfaction; (5) Emotional labor is part of the intermediary of nurses’ organizational identity to job satisfaction. Organizational identity has a significant impact on job satisfaction through deep performance. According to the research conclusions, this thesis believes that if hospitals want to improve nurses’ job satisfaction, they can improve nurses’ organizational identity through values education, career planning, and actively assume social responsibilities, so that nurses can positively evaluate the organization and autonomously follow organizational Abstract III goals. Set out to work, and through emotional labor education, nurses are more inclined to adopt in-depth performance strategies, so as to obtain positive work feedback, meet work expectations, and improve their job satisfaction. KEY WORDS: Nursing staff; Organizational identification; Emotional labor; Job satisfaction TYPE OF THESIS: Application Research 西南科技大学硕士学位论文 IV 学位论文独创性声明 本人郑重声明：所呈交的学位论文是我个人在导师的指导下进行的研究工作 及取得的研究成果。尽我所知，除了文中特别加以标注和致谢的地方外，论文中 不包含其他人已经发表或撰写过的研究成果。与我一同工作的同志对本研究所做 的任何贡献均已在论文中作了明确的说明，并表示了谢意。本人依法享有和承担 由此论文所产生的权利和责任。 论文作者签名： 日期： 年 月 日 学位论文版权使用授权声明 本学位论文作者完全了解学校有关保存、使用学位论文的规定，即：研究生 在西南科技大学学习和工作期间论文工作的知识产权单位属于西南科技大学。同 意授权西南科技大学保留并向国家有关部门或机构送交该论文的印刷本和电子 版本，允许该论文被查阅和借阅。同意授权西南科技大学可以将本学位论文的全 部或部分内容编入有关数据库进行检索，可以采用影印、缩印、扫描或数字化等 其他复制手段保存和汇编本学位论文。保密论文在解密后遵守此规定。 论文作者签名： 日期： 年 月 日 指导教师签名： 日期： 年 月 日 目 录 V 目 录 1 绪论.................................................................................................................... 1 1.1 研究背景与意义..................................................................................... 1 1.1.1 研究背景...................................................................................... 1 1.1.2 研究意义...................................................................................... 1 1.2 核心概念的界定..................................................................................... 2 1.2.1 护理人员...................................................................................... 2 1.2.2 组织认同...................................................................................... 2 1.2.3 情绪劳动...................................................................................... 3 1.2.4 工作满意度.................................................................................. 3 1.3 相关文献综述......................................................................................... 3 1.3.1 组织认同研究综述...................................................................... 3 1.3.2 情绪劳动研究综述...................................................................... 5 1.2.3 工作满意度研究综述.................................................................. 8 1.2.4 组织认同、情绪劳动与工作满意度三者关系的相关研究...... 9 1.2.5 总结............................................................................................ 10 1.4 研究方法与创新点............................................................................... 10 1.4.1 研究方法.................................................................................... 10 1.4.2 创新点........................................................................................ 11 1.5 研究内容与框架................................................................................... 11 2 理论基础与研究假设...................................................................................... 13 2.1 理论基础............................................................................................... 13 2.1.1 社会认同理论............................................................................ 13 2.1.2 资源保护理论............................................................................ 13 2.1.3