組織氛圍、自我效能對護理人員留任意願之影響-以南部某醫學中心為例

臺灣醫療照護環境常常是受到國外讚賞，且護理人員是在整個醫療體系是不可或缺的主力，但卻發現護理人員常面臨人力流失問題。主要原因實際則為不被尊重、薪水同工不同酬、工作量太大。近年來全民健康保險造就臺灣在醫療上面普遍化，醫療科技上的精進，使臨床醫療服務數量倍增，造成基層臨床醫療人員，除了照顧病人且還賦予過多任務及進行非醫療相關工作，導致工作氛圍不佳並認為自身工作效能變差，紛紛引發離職。有鑑於此，本研究針對南部某醫學中心護理人員為對象，設計四個部分問卷內容分別是，基本資料、組織氛圍量表、自我效能量表、工作留任意願量表，採便利取樣方式，進行Google網路問卷，本研究共回收問卷314份，屏除填答不完整及未繳回的無效問卷19份，最後，本研究問卷調查共計295份有效問卷，有效問卷回收率為93.9%。本研究結果說明如下：一、不同背景變項對組織氛圍有部分顯著差異。二、不同背景變項對自我效能有部分顯著差異三、不同背景變項對留任意願部分顯著差異四、組織氛圍對留任意願有顯著影響五、自我效能越高對留任意願無顯著影響六、組織氛圍越好對自我效能有顯影響其使醫療院所能藉由本研究結果分析如何將組織氛圍和自我效能提升，增加臨床護理人員留任意願增加，網羅社會上優秀護理人才加入臨床工作意願。

關鍵字

組織氛圍；自我效能；留任意願

並列摘要

Taiwan's medical care environment is often appreciated by foreign countries, and nursing staff is an indispensable force in the entire medical system, but it is found that nursing staff often faces the problem of manpower loss. The main reasons are actually disrespect, unequal pay for equal pay, and too much work. In recent years, national health insurance has created a universal medical treatment in Taiwan, and the improvement of medical technology has made the number of clinical medical services The multiplication has caused grass-roots clinical medical personnel, in addition to caring for patients and also giving too many tasks and non-medical-related work, resulting in a poor working atmosphere and thinking that their work efficiency has become worse, resulting in departures. In view of this, this study for the nursing staff of a medical center in the south as the object, the design of four parts of the questionnaire content is, the basic information, the organizational atmosphere scale, the self-efficacy energy scale, the work retention willingness scale, the convenient sampling method, the Google network questionnaire, the study recovered a total of 314 questionnaires, screen elimination incomplete answers and unpaid invalid questionnaires 19 copies, finally, the survey questionnaire a total of 295 valid questionnaires, the effective questionnaire recovery rate of 93.9%. The findings of this study are described below: 1. Different background variants vary somewhat in the atmosphere of the organization. 2. Different background variants vary in self-efficacy 3. Different background variants vary in part in their willingness to remain 4. The organizational atmosphere has a significant difference in the willingness to remain 5. The higher the self-efficacy, there was no significant difference in willingness to remain 6. The better the organizational atmosphere, the significant difference in self-efficacy It enables medical centers to analyze how to improve the organizational atmosphere and self-efficacy through the results of this study, increase the willingness of clinical nursing staff to remain, and recruit outstanding nursing talents in the society to join the clinical work.