探討約用護理人員工作滿意度與留任意願-以某公立醫院為例

The Influence of Contractual Nurses'' Job Satisfaction on Retention - An Example of One Public Hospital

李妙紋(Miao-Wen Li)

指導教授 ： 賴志松 ； 楊文華

朝陽科技大學/管理學院/企業管理系/碩士(2012年)

摘要

台灣目前護理人力不足，問題並非養成人數不足，而是領有證照的人員留任職場意願。護理人力配置以及護理人員工作態度及看法直接影響護理照護品質，進而影響到病人的安全。故本研究目的主要探討公立醫院中約用護理人員滿意度與其留任意願之相關因素並提出改善策略。
本研究以問卷調查法對某公立醫院約用護理人員作調查，執行期間為101/03/01-101/03/18，以便利抽樣抽取274人，回收之有效問卷為229份，有效回收率83.6%。問卷參考衛生署所屬醫院員工滿意度調查表加以修正，採五點尺度計分，分量表組合信度在0.88~0.96 > 0.7，AVE在0.65~0.81>0.5，顯示量表具信度及收斂、區別效度，模型以偏最小平方法進行分析。
研究結果顯示，護理人員留任意願屬中等程度（3.17）。而影響因素中學習成長感受最佳（3.33），薪資福利感受最差（3.04），整體滿意度（3.21）略高於留任意願，而影響主要因素依序為工作氛圍、組織認同感、工作滿意度、薪資福利、學習成長、升遷發展。
影響留任意願主要直接因素為護理人員整體滿意度，其預測力達43%，而工作氛圍為主要間接影響外生因素，約用護理人員對薪資福利相關措施反應偏低。學習成長之滿意度與其對整體滿意貢獻度及對留任意願之間接影響並不相稱，表示樣本醫院之資源配置確有調整之必要。
依據上述研究結果，本研究建議未來醫院繼續加強良好工作氛圍之建立，並能把學習成長、升遷發展相關資源作適當調整，作為薪資福利及工作滿意度改善用途，更有助於約用護理人員留任意願之提升。

關鍵字

留任意願 ； 工作滿意度 ； 約用護理人員

並列摘要

The problem of shortage of nursing manpower in Taiwan does lie in the deficient cultivation but in the retention of the incumbent. Because the allocation and working attitude of nurse staffing directly affect the quality of nursing care and thereby affect the safety of patients, it is important to explore the underlying motive of retention. The purpose of this study mainly discusses the factors related to contractual nurses’ satisfaction and their retention in public hospitals and proposes improvement strategies.
Questionnaire survey was employed to investigate the nursing staff at a public hospital during 101/03/01-101/03/18. By convenient sampling, 229 valid samples were collected from 274 questionnaires with response rate of 83.6%. The questionnaire referred to hospital employee satisfaction survey of DOH with five-point scale. The combination reliability of subscale were 0.88 ~ 0.96> 0.7, with AVE being 0.65 0.81> 0.5. It showed that the measures comply with reliability and validity and hence being analyzed with partial least squares.
The nurses'' retention is with moderate level (3.17). Among influencing factors, learn-to-growth is with the best (3.33), while wages and benefits the worst (3.04), and the overall satisfaction of 3.21 is slightly higher than retention. The affecting factors ranked in order of importance on satisfaction were: working atmosphere, organizational identity, job satisfaction, compensation and benefits, learn-to-growth, promotion and development.
The predictability of nurses'' overall satisfaction to retention is 43%, with the working atmosphere as the main indirect exogenous factor. Relevant measures of wages and benefits of nursing staff are scarce. It is suggest that hospitals need to continue to enhance the working atmosphere, and reallocate the resource of learn-to-growth, promotion and development to improve the wages and benefits and job satisfaction, hence to help promote nurses’ retention.

並列關鍵字

Job satisfaction ； Retention ； Contractual Nurses’

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