護理人員留任意願與組織氣候之關係

本研究旨在探討護理人員留任意願與組織氣候之關係，研究目的為：（1）分析四家醫院護理人員之留任意願；（2）分析四家醫院之組織氣候；（3）探討護理人員留任意願與組織氣候之關係；（4）探討護理人員屬性與留任意願之關係（5）預測護理人員留任意願之因子。採橫斷式相關性研究設計(Cross-Sectional correlation Study)，運用結構式問卷收集資料，問卷內容包括三部分：1.個人屬性資料問卷2.留任意願量表3.組織氣候量表。採用隨機集束抽樣法( random cluster sampling)，依據科系分類從每家醫院中抽出五個單位，再依四家醫院護理人員數比例抽出符合收案條件的護理人員，共收案207人。將所得資料以 SPSS14.0套裝軟體進行統計分析，以描述性統計分析護理人員基本資料，單因子變異數比較四家不同醫院的護理人員留任意願、組織氣候是否具差異，分析護理人員基本屬性檢定類別變項在留任意願上是否有顯著差異，皮爾森績差相關分析組織氣候與留任意願之關係，並以逐步複迴歸分析護理人員留任意願的重要預測因子。本研究結果發現：（1）護理人員的留任意願標準化得分為72.13，四家醫院的留任意願未達顯著差異；（2）組織氣候標準化得分為66.45，四家醫院的組織氣候達顯著差異；（3）護理人員留任意願因婚姻狀況、年齡、年資、職級、服務科別、到院服務動機之不同而有所差異；（4）護理人員的留任意願沒有因為醫院類別不同而呈現差異；（5）組織氣候中得分最高的前三項依序為「只要護理人員是快樂的，生產率就會提升」、「我覺得自己是有功能的團隊之成員」、「本病房護理長的功能，主要是制訂工作的指導原則，讓護理人員能夠為自己的工作負責」；（6）同一財團法人下之區域教學醫院的組織氣候高於醫學中心的組織氣候；（7）組織氣候得分愈高，則護理人員的留任意願愈強；（8）護理人員留任意願的重要預測因子為年齡、組織氣候、個人有到院服務的意願和服務在加護單位，意指護理人員的年齡愈大、組織氣候總分愈高、到院服務意願為本身意願留任意願則愈高，而服務科別是在加護單位者，其留任意願愈低。本研究結果提供醫院護理主管對於人員徵選與任用時以服務動機為本身意願到院服務為優先，重視人力資源管理，運用交叉訓練計畫讓同仁感受不同單位組織氣候，進而提出有效且個別性的留任措施，工作職場中營造良好的組織氣候，進而提升護理人員留任意願，創造醫院更好的服務品質與績效。

關鍵字

留任意願；組織氣候；人力資源管理

並列摘要

This research explored the relationship between nurse’s intent-to-stay and organization climate. The purposes of this study were to： (1) Analyzing nurse’s intent-to-stay from four hospitals (2) Analyzing organization climates of four hospitals (3) Exploring the relationship between the nurse’s intent-to-stay and organization climate (4) Exploring the relationship between the nurse’s attributes and intent-to-stay (5) Inferring the reasons of nurses’ intent-to-stay. A cross-sectional, descriptive and correlation research was design by using structural questionnaire method. The contents of questionnaire including three parts：(1) the questionnaire of personal attribute data (2) the scale of intent-to-stay (3) the scale of organization climate. It took random cluster sampling and chose five units from every hospital according to the classification of departments, and then chose nurses conforming to research’s conditions depending on certain ratio from four hospitals. It totally collected 207 cases. The collected data were analyzed through SPSS14.0 software for statistical analysis and analyzed nurse’s basic data by statistical description. Besides, it compared with nurses’ intent-to-stay and organization climates to observe if there were differences between them from the four different hospitals through single factor variance, and analyzed nurse’s basic attributes to test that if classification variables cause obvious dissimilarities between nurse’s intent-to-stay. Moreover, it used Pearson’s correlation to assay the relationship between organization climates and intent-to-stay, and it took stepwise multiple regression to analyze the important predicting factors for intent-to-stay. The research’s result found that ：(1) the standardizing score of nurse’s intent-to-stay was 72.13, and there weren’t obvious differences from the four hospitals；(2) the standardizing score of organization climate was 66.45, and there weren’t obvious differences from the four hospitals (3) the factors of nurse’s intent-to-stay were different depending on the marriage situation, age, seniority, grade, department and work motive；(4) different hospitals didn’t affect nurse’s intent-to-stay；(5) three items getting the highest scores in organization climate scale in sequence were as follows：”productivity will be raised if nurses are happy.”、“I think I am a capable member in the team.”、“head nurse’s function in this department is to make work guidance and principles and let nurses be responsible for their work.”；(6) the score of organization climate of local community teaching hospitals was higher than academic medical centers in the same legal foundation；(7) the score of organization climate was higher, the intent-to-stay became more stronger；(8) the important predicting factors for nurse’s intent-to-stay were age, organization climate, the person’s work wills, working in intensive care unit, in other words, it meant that if nurse’ s age was older, the score of organization climate was higher, and they were volunteers to work in hospitals, the intent-to-stay became firm, but if they work in intensive care unit, intent-to-stay would lower. This research’s result offered nurse managers some suggestions like choosing the volunteers to work in hospitals as the prior choice, emphasizing human resource management, making good use of alternate training plans and letting members to know organization climates of different units and bringing up effective and individual measures for intent-to-stay, constructing a good organization climate for work and rising nurse’s intent-to-stay, and creating an excellent medical service quality and efficiency.