探討基層護理人員參加臨床專業能力進階動機、壓力、滿意度與相關影響因素

Exploring Advanced Motivation, Stress, Satisfaction and Related Influencing Factors of Nursing Staffs Participating in Clinical Ladders

陳美娟(Mei-Chine Chen) ； 李碧霞(Pi-Hsia Lee) ； 莊宇慧(Yeu-Hui Chuang) ； 林碧珠(Pi-Chu Lin)

《新臺北護理期刊》 22卷1期 (2020/03) Pp. 9-19

https://doi.org/10.6540/NTJN.202003_22(1).0002

摘要

背景：在臺灣基層護理人員臨床專業能力進階制度的推動已有二十餘年，臨床護理人員參加進階之滿意度及其影響因素值得探討。目的：1.了解基層護理人員臨床專業能力進階分布情形。2.探討個人因素、組織因素與進階動機、進階壓力、進階滿意度之關係。3.探討影響進階滿意度之預測因素。方法：以立意取樣，在臺灣北部五家已實施專業能力進階制度之醫院收案，問卷包括進階動機、進階壓力、進階滿意度量表，共發出500份問卷，回收有效問卷415份，回收率為83%。結果：臨床基層護理人員以20至25歲（28.9%）、未婚（58.8%）、專科學歷（52.8%）、級階為N1（36.4%）為最多，54.7%目前有規劃繼續進階，於目前醫院服務年資平均為7.13±5.86年。服務年資較久者有較高進階壓力和較低進階滿意度（p＜0.05），臨床基層護理人員進階滿意度之影響因素包括教育程度、進階制度、獎勵制度、單位工作負荷以及進階動機（F=18.52，p＜.001），可解釋37.3%進階滿意度變異量。結論／實務應用：研究結果可提供醫院管理者及護理行政主管未來輔導護理人員進階參考，並作為修訂及推動進階制度之依據。

關鍵字

基層護理人員 ； 進階制度 ； 進階動機 ； 進階壓力 ； 進階滿意度

並列摘要

Background: Taiwan nursing clinical ladder system has been implemented for more than 20 years. However, the satisfaction of clinical ladder system and its related factors worth further exploration. Purpose: 1. To understand the distribution of clinical ladder 2. To explore the relationship among personal factors, organizational factors and advanced motivation, advanced pressure, and advanced satisfaction 3. To explore the predictors that affect advanced satisfaction Method: A purposive sampling was conducted, and participants were recruited from 5 hospitals in Northern Taiwan. The structured questionnaires including advanced motivation, advanced pressure, and advanced satisfaction scales were used to collect data. A total valid questionnaires were 415. Results: The results of the study showed that most participants were 20 to 25 years old, unmarried, college education level, and in N1 level. 54.7% of nursing staffs plans continued to advance. Average service in current hospital was 7.13±5.86 years. The nursing staff who were longer years of service had a higher advance pressure and lower satisfaction (p＜0.05). The influencing factors of clinical ladder satisfaction included education level, clinical ladder system, reward system, unit workload, and advanced motivation (F=18.52, p＜.001). It could explain 37.3% of advanced satisfaction variance. Conclusions/Implications for Practice: The results will provide hospital administrators and nurse managers as a reference for coaching nurses advanced, also as a basis for promoting and revising the clinical ladder system.

並列關鍵字

nursing staff ； clinical ladder system ； advanced motivation ； advanced pressure ； advanced satisfaction

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