探討台灣臨床護理人員工作待遇滿意度與離職及轉業意念之相關因素

Examination of the Relevant Factors of Satisfaction with Salary and Intention to Resign or Leave the Industry Among Clinical Nurses in Taiwan

王金蓮(Jin-Lian Wang) ； 邱淑媞(Shu-Ti Chiou) ； 簡莉盈(Li-Yin Chien) ； 黃心苑(Nicole Huang)

《澄清醫護管理雜誌》 14卷2期 (2018/04) Pp. 27-39

摘要

目的：探討台灣臨床護理人員工作待遇滿意度與離職及轉業意念之相關因素。方法：橫斷性全國性調查，資料來源國健署，參與對象來自台灣100家醫院23,123位全職臨床護理人員。研究結果以SAS9.3進行多元邏輯式回歸分析。結果：台灣臨床護理人員想離職及轉業意念分別為62.45％和64.31％，待遇不滿意之護理人員離職及轉業意念為74.93％和74.66％、待遇普通53.11％和56.96％及待遇滿意36.46％和41.28％。臨床護理人員離職和轉業共同因素：工作待遇不滿意、年齡＜26歲、研究所、未婚、健康狀態不好、工作單位：開刀房/產房、急診加護及病房、年資＞2年、每週工時＞48小時、工作有壓力及工作不滿意。結論：護理人力短缺與異動一直是醫療保健的現況與護理主管面臨的挑戰，改善待遇是能減少護理人員異動意念，但護理人員異動問題是多元因素，本研究結果提供管理者擬定合理的薪酬及正向工作環境，吸引護理人員投入和現職護理人員留任護理職場。

關鍵字

薪資滿意度 ； 異動意念 ； 臨床護理人員

並列摘要

Purposes: To investigate the relevant factors of satisfaction with salary and intention to change job or leave the industry among clinical nurses in Taiwan. Methods: This study was a cross-sectional national survey. The data was obtained from the Health Promotion Administration. The participants were 23,123 full-time clinical nurses working at 100 hospitals in Taiwan. Multiple logistic regression was used for retrospective analysis of the study results using SAS 9.3. Results: In this study, 62.45% and 64.31% of clinical nurses planned to resign and leave the nursing profession respectively. The proportions of nurses who planned to resign and change the industry due to unsatisfactory salary were 74.93% and 74.66%, respectively. The proportions of nurses who planned to resign and change the industry due to mediocre salary were 53.11% and 56.96%, respectively. The proportions of nurses who were satisfied with their pay but planned to resign and change the industry were 36.46% and 41.28%, respectively. Common factors associated with the intention to resign and change the profession were: salary dissatisfaction, younger age (＜26 years), graduate school, being unmarried, poor health status, having worked for more than 2 years, more than 48 hours of weekly work, job stress and job dissatisfaction, and workplace: General Ward, ICU/ER, surgery/delivery room. Conclusions: Nursing manpower shortage and turnover are challenges faced by nursing managers and health insurance. Improving salaries can decrease the intention of nurses to resign but nursing turnover is caused by multiple factors. The results of this study provide a basis for managers to develop reasonable salaries and a positive working environment, in order to attract nurses to join and current nurses to remain in the nursing profession.

並列關鍵字

Pay satisfaction ； Turnover intention ； Clinical nurses