目的 了解护士建言效能感现状，探究其相关因素，为提升护士建言效能感提供理论依据。 方法 2022年1-3月，采用便利抽样法选取四川省、贵州省3所三级甲等医院287名护士为研究对象，采用一般资料问卷、建言效能感量表、护士创新行为量表、包容型领导量表进行调查。 结果 护士建言效能感总分（24.98±4.82）分、护士创新行为总分(31.38±6.43)分、包容型领导总分（59.87±10.79）分。不同职位的护士建言效能感得分有统计学差异(P＜0.05)。护士创新行为（r=0.605）、包容型领导（r=0.511）分别与护士建言效能感呈正相关；护士创新行为中的产生想法和实现想法、包容型领导中的支持认可3个因素进入建言效能感的回归方程（均P＜0.05），共解释建言效能感总变异的56.5%。 结论 护士建言效能感处于中等偏上水平，医院管理者应该注重提升护士创新行为水平，塑造护理管理者包容型领导风格，以提高护士的建言效能感。

Objective To investigate the status quo of nurses’ voice efficacyand its influcing factors,and to provide a theoretical basis for hospital managers to improve nurses’ voice efficacy. Methods A total of 287 nurses from 3 tertiary A hospitals in Sichuan Province and Guizhou Province were selected by convenience sampling method from January to March in 2022.They were required to complete the general information questionnaire,voice efficacy scale,nurses’ innovative behavior scale and inclusive leadership scale. Results The total score of nurses’ voice efficacy， nurses’ innovative behavior and inclusive leadership were (24.98±4.82),(31.38±6.43),and (59.87±10.79) respectively.The score of voice behavior efficacy of nurses in different positions were statistically different.The nurses’ innovative behavior(r=0.605) and inclusive leadership(r=0.511) were positively correlated with nurses’ voice efficacy.Multiple linear regression analysis showed that the three factors of generating ideas and realizing ideas in nurses’ innovative behavior,and support-recognition in inclusive leadership entered the regression equation of voice efficacy (all P＜0.05),which explained 56.5% of the total variance of voice efficacy. Conclusions The nurses’ voice efficacy is at the upper-middle level.Hospital managers should focus on improving the nurses’ innovative behaviors and shaping the inclusive leadership style of nursing managers to improve nurses’ voice efficacy.

R47-05

四川医院管理和发展研究中心项目（SCYG-2019-24）