從新進護理學員觀點探討「教學醫院教學費用補助計畫」之成效

Evaluation of a Teaching Expense in Teaching Hospitals Program: From Viewpoints of New Nurse Staff

張煦婕(Hsu-Chieh Chang) ； 洪佳鈴(Chia-Ling Hung) ； 高玉玲(Yu-Ling Kao) ； 林佳慧(Chia-Huei Lin)

《源遠護理》 11卷2期 (2017/07) Pp. 30-40

https://doi.org/10.6530/YYN/2017.1.4

摘要

教學醫院教學費用補助計畫迄今實施多年，計畫成效乃以各家醫院之總體指標呈現，對計畫實際的成效實仍欠缺周延性。此外，以新進學員的觀點評估計畫整體的成效更是闕如，故本研究以北部某醫學中心二年期護理師（護士）訓練學員為對象，研究採描述相關性研究設計，採隨機抽樣250位學員，從學員的觀點探討「教學費用補助計畫」之成效，研究結果顯示學員對「教學費用補助計畫」平均滿意度為70.5%，其中滿意度最高為「臨床教師」。「學員的教育程度」、「所屬單位科別」及「學習歷程」與對「臨床教師的滿意度」呈現顯著相關，教育程度愈高者工作滿意度愈高，學習歷程越高者工作滿意度越低。護理師（護士）訓練學員對「教學醫院教學費用補助計畫」評價是相對保守的，重要影響因子為學員工作滿意度（t = 11.92, p ＜ .001）及學員對單位內指導／訓練新人之滿意度（t = 4.52, p ＜ .001）。然而，學員工作滿意度及學員對單位內指導／訓練新人之滿意度才是影響此計畫的決定因素，建議未來各醫院可將此兩項之滿意度列入評價計畫成效之重要指標，並作為二年期訓練計畫內容修正的參考依據。

關鍵字

教學醫院教學費用補助計畫 ； NPGY學員 ； 臨床教師

並列摘要

Perceived effectiveness of the financial support program in teaching hospitals have been measured by each hospital in group parameters for several years. However, these results of the program lacked systematic planning. Besides, perceived effectiveness of the financial support program for new nursing staff training from trainees’ perspectives are not available. Based upon viewpoints of trainees (nurse post graduate year, NPGY) of a two-year nurse post graduate training program in a medical central in northern Taiwan to evaluate the efficacy of this program, our study was a descriptive study and 250 trainees were enrolled from random sampling. As a result, overall satisfaction was 70.5% and highest satisfaction degree was to the preceptors. Among factors predicting their satisfactions to work, higher education degree was associated with higher satisfaction, but higher learning process was associated with lower satisfaction. Factors predicting efficacy of this program were satisfaction to work (t = 11.92, p ＜ .001) and to the new nurse staff training activities of each department (t = 4.52, p ＜ .001). From our results, we found that the main factors predicting efficacy of this program were trainees’ satisfaction to work and to the new nurse staff training activities of each ward. We suggest that these two parameters could be seen as main factors to evaluate program efficacy and as reference to revise two-year nurse post graduate training program in the future.

並列關鍵字

teaching expense in teaching hospitals ； nurse post graduate year ； preceptors

參考文獻

Hillman, L., & Foster, R. R. (2011). The impact of a nursing transitions programme on retention and cost savings. Journal of Nursing Management, 19(1), 50-56. doi:10.1111/j.1365-2834.2010.01187.x

Lin, P. S., Viscardi, M. K., & McHugh, M. D. (2014). Factors influencing job satisfaction of new graduate nurses participating in nurse residency programs: A systematic review. Journal of Continuing Education in Nursing, 45(10), 439-450; quiz 451-432. doi:10.3928/00220124-20140925-15

Missen, K., McKenna, L., & Beauchamp, A. (2014). Satisfaction of newly graduated nurses enrolled in transition-to-practice programmes in their first year of employment: A systematic review. Journal of Advanced Nursing, 70(11), 2419-2433. doi:10.1111/jan.12464

尹裕君（2013）．二年期護理師（護士）訓練計畫實施之現況與我見．護理雜誌，60（3），11-16。

陳小蓮、盧美秀、陳品玲（2001）．臨床護理輔導員制度對新進護理人員輔導成效之探討．新臺北護理期刊，3（1），35-44。