護理人員壓力復原力、工作滿意度及留任意願之相關性探討

Correlations among Nurses' Stress Resilience, Job Satisfaction and Retention

陳淑貞(Shu-Chen Chen) ； 張寶琪(Bao-Chy Chang) ； 歐乃嘉(Nai-Chia Ou) ； 尹玓(Ti Yin) ； 廖珍娟(Jen-Jiuan Liaw)

《中華職業醫學雜誌》 28卷3期 (2021/07) Pp. 245-258

摘要

背景：護理人員是醫院主要的人力資源，現今醫院護理人力短缺已變成一個重要的人力問題，而護理人員是健康照護最重要的提供者，高工作壓力將影響護理人員的離職率，因此對醫院的領導者及醫院的行政管理者是個挑戰的問題。計畫目的：本研究的目的主要有：（1）瞭解醫院護理人員之壓力復原力；（2）瞭解醫院護理人員之工作壓力；（3）瞭解醫院護理人員之工作滿意度；（4）探討醫院護理人員之留任意願；（5）探討醫院護理人員之壓力復原力、工作壓力、工作滿意度與留任意願之相關性。實施方法：本研究採用橫斷面之問卷研究，針對北區某醫院護理人員共發出600份問卷，有效問卷493份，回收率82%。主要研究工具有：「個人基本資料、壓力復原力量表、工作壓力量表、工作滿意度量表及留任意願量表」，根據文獻資料及醫院之特質及本研究之目的加以修正研究工具，使用時並針對研究組群內在一致信度檢測，並以描述性分析及多元迴歸方式進行分析。研究結果：本研究顯示，北區某醫院護理人員的失焦型態（41.8%）與認知技能型態壓力感受（71.3%）現象顯著較高，而這些低壓力復原力的次變項，皆顯著的影響護理人員工作滿意度、留任意願及工作壓力，因此針對這些壓力復原力低的護理人員，我們應加強其工作滿意度，同時提供相關措施減輕工作壓力，以增加護理人員的留任意願、提升醫院的照護品質，以減少醫院成本之浪費；而研究結果可提供醫療機構之行政管理者改善護理品質之參考。

關鍵字

護理人員 ； 壓力復原力 ； 工作滿意度 ； 留任意願

並列摘要

Background Information: The nursing staff is not only the major manpower but also the key service provider of health care at the hospital. The shortage of nursing staffs has become a serious problem nowadays. The percentage of resignation for those nursing staffs working under heavy stress is always a real problem and challenge for the top management and administrators at the hospital. Purpose of Research: The purpose of this research is to explore and investigate into the followings related to the nursing staffs working under stress at the hospital: (1)Stress Resilience; (2)Working Stress; (3)Job Satisfaction; (4)Retention; (5)The correlations among the above-mentioned results. Method of Research: The questionnaire was designed in accordance with the Cross-Section Research. Total 600 samples of nursing staffs were selected from the certain hospital in northern Taiwan to answer the questionnaire. There're 493 replies effective in this investigation, that is, the percentage of collection is about 82%. The major tools utilized for this study were inclusive of the Sheet of Personal Particulars, the Scale Chart of Stress Resilience, the Scale Chart of Working Stress, the Scale Chart of Job Satisfaction and the Scale Chart of Retention. In view of the objective of research, we should modify the said tools according to the related references/literatures along with the typical factors considered at the hospitals. All cohort data need to be examined on the Internal Consistency Reliability, and then to be analyzed by means of the Descriptive Analysis and the Multiple Regression Analysis as well. Result of Research: The results of research showed that the following two kinds of nursing staffs being easy to feel much stressed: (1) Easy to lose one's concentration (41.8%); (2) Poor cognition of know-how (71.3%). The weak resilience derived from these two kinds of nursing staffs will affect their job satisfaction, retention and working stress obviously. Definitely, the management of hospitals has to find more countermeasures to relieve stress among these nursing staffs and improve their job satisfaction further. These efforts will attract the nursing staffs to keep staying on. Moreover, it will greatly help to improve the quality of nursing and also reduce the health care budget efficiently. Hopefully, the conclusions drawn from this research will be able to provide the management of hospitals with a feasible solution to improve the quality of nursing.

並列關鍵字

Nursing Staff ； Stress Resilience ； Job Satisfaction ； Retention