中部某區域教學醫院護理人員生涯規劃之相關因素探討

本研究係以中部某區域教學醫院之護理人員為對象，探討護理人員生涯規劃之相關性。採便利性取樣，以結構式問卷調查法收集資料，全院共發出330份問卷，回收250份，有效問卷為223份。資料分析以卡方檢定、單因子變異數分析及因素分析等統計方法進行。研究結果發現，護理人員基本資料的六相聲牙規劃中以「年齡」、「服務年資」等變項對「婚後繼續工作，但孕後離職」之生涯規劃，達統計學上顯著差異水準（卡方值16.01***及11.48***），其次「年齡」對「即使婚後仍喜歡留在本單位」及「教育程度」對「婚後繼續工作，但孕後離職」，及護理人員之「父親每個月收入」對「即使婚後仍喜歡留在本單位」等生涯規劃之體驗達統計學上差異水準（卡方值11.59**）。針對生涯規劃項目以因素分析加以歸類之結果分為三類取向：（1）「工作取向之生涯規劃」可解釋變異量為20.90％。（2）「家庭取向之生涯規劃」可解釋變異量達20.19％（3）「進修取向之生涯規劃」可解釋變異量為17.08％而且服務年資較資淺的護理人員傾向於結婚後繼續工作但懷孕後離職，教育程度較高者較不傾向於婚後工作懷孕後離職。因此建議護理部於甄選護理人員時，可先了解應徵者對未來婚姻及工作兩者之間之看法後任用，以減少因即將結婚離職而浪費人事訓練成本。

關鍵字

護理人員；生涯；規劃

並列摘要

The purpose of this study was to investigate the factors for career planning of nurses. The nurses working in a teaching hospital of central Taiwan were the study subjects. The data were collected with Structure Questionnaire. 330 questionnaires were distributed , 250 questionnaires responded and effective questionnaires were 223. The data were analyzed through Chi-square Test, One-Way Analysis of Variance and Factor Analysis. This study reveals that the variables of age , seniority versus continue to work after marriage, but resign after pregnancy showed the most significant difference of statistics in the six types of career planning of the nurses Chi-square 16.01*** 11.48*** . These types of career planning of age versus stick to the post even after marriage , education level versus continue to work after marriage, but resign after pregnancy and and the income of father of the nurse versus stick to the post even after marriage also reached the significant difference of statistics Chi-square 11.95** . With research to the types of career planning classified into three orientations: (1) Work Orientation for career planning explained the 20.90% variance (2) Family Orientation for career planning explained the 20.19% variance (3) Carry on Further Studies Orientation explained the 17.08% variance and junior nurse inclined to continue to work after marriage, but resign after pregnancy, however, the nurse with higher education level did not intend to resign after marriage or after pregnancy.According to the findings of the study, we suggest that it is necessary to understand the views of candidates for marriage and work when recruiting nurses in order to avoid the waste of training cost.