護理人員的職場社會資本與工作壓力、離職意願相關性之探討

研究目的本研究欲探討護理人員在醫院工作環境之下，自身的工作壓力、離職意願及職場社會資本的相關性，並檢測職場社會資本在工作壓力及離職意願之間的調節作用。研究方法本研究採用橫斷式研究，採取結構性問卷方式於2013年12月至2014年2月，對服務於高雄某醫學中心全體護理人員進行普查式問卷調查(排除服務急重症病房之護理人員)，請樣本醫院專人發放600份，共有效回收554份問卷。結構式問卷包含工作壓力、離職意願及職場社會資本之測量。研究結果本研究共有554位護理人員參與其平均年齡為30.2歲，單位屬性以服務於的內科的護理人員最多，在工作壓力方面，護理人員服務於內科的平均分數為4.04±0.96，較外科4.02±1.13、其他科來的高3.48±1.04(p<0.000)；離職意願方面，服務於外科的平均分數為3.45±0.84，較外科3.21±0.80、其他科來的高2.90±0.87(p<0.000)；職場社會資本方面，服務於其他科的平均分數為3.72±0.60，較內科3.67±0.54、外科來的高3.64±0.62(p>0.05)。從研究結果顯示:(1)護理人員其工作壓力對離職意願有顯著正向影響(r=0.204-0.469，p=0.01)；(2)護理人員職場社會資本對工作壓力有顯著負向影響(r= -0.246- -0.090，p=0.01)；(3)職場社會資本與離職意願有顯著負向影響(r= -0.257- -0.216，p=0.01)；(4)職場社會資本為工作壓力與離職意願之間存在部分調節效果(r= -0.206-0.254，p=0.05)。結論與建議本研究顯示職場社會資本在工作壓力與離職意願之間有調節作用的趨勢。在護理人員離職率高的現今，研究結果提供醫院管理者預測護理人員離職意願之相關因素，提供改善之參考，以減少離職率。

關鍵字

護理人員；工作壓力；離職意願；職場社會資本

並列摘要

Objectives This study is to investigate the relationship between job stress, workplace social capital and intent to quit among hospital nurses in a medical center. We also test whether nurse’s workplace social capital can play a moderating effect on the relationship between job stress and intent to quit. Methods This study used a cross - sectional study, and we take structured questionnaire in December 2013 to February 2014.We serve the entire nursing staff of a medical center in Kaohsiung census questionnaire (excluding severe acute ward nursing services). There are 554 valid questionnaires which were recovered. Structured questionnaire included job stress and turnover intention and workplace social capital. Results A total of 554 hospital nurses were enrolled for study. The mean age was 30.2. Most nurses were characteristic of work in medical department, unmarried. The mean score of job stress of nurse at medical department was 4.04±0.96, which was significantly higher than that of nurses at the surgical department 4.02±1.13, and other, 3.48±1.04 (p<0.000). The mean score of intent to quit of nurse at surgical department was 3.45±0.84, which was significantly higher than that of nurses at the medical department 3.21±0.80, and other, 2.90±0.87 (p<0.000). The mean score of workplace social capital of nurse at other was 3.72±0.60, which was significantly higher than that of nurses at the medical department 3.67±0.54, and surgical department, 3.64±0.62 (p<0.05). The results of our study have shown that: (1) for those nurses with job stress positively affected turnover intention; (2) for those nurses with workplace social capital negatively affected job stress; (3) for those nurses with job stress negatively affected turnover intention; (4) workplace social capital have buffer effect between job stress and turnover intention. Conclusions This study shows that nurse’s job stress was positive correlated, but workplace social capital negatively correlated with intent to quit. Nurse’s workplace social capital had a moderating effect on the relationship between job stress and intent to quit.