促進臨床護理人員留任意願之關鍵因素分析

Improving the key factors of nursing staff's intention to stay

江郁汝(Yu-Ru Chang) ； 謝麗香(Li-Hsiang Hsieh) ； 蘇文凱(Wen-Kai Su)

《彰化護理》 24卷3期 (2017/09) Pp. 27-38

https://doi.org/10.6647/CN.24.03.07

摘要

背景：對醫療院所來說，臨床護理人員是十分重要的人力資本，然而，我國臨床護理人員離職率卻有逐年上升的趨勢，因此，如何強化其留任意願，便是醫院管理者目前不得不正視的議題。目的：探討臨床護理人員對於當前護理執業環境留任意願之關鍵因素。方法：採橫斷面設計，以立意取樣某家醫院，採隨機取樣抽取90%護理人員作為研究樣本，共發出390份問卷，有效問卷共計361份，有效樣本回收率92.57%。並以描述性統計、皮爾森相關分析與結構方程模式（SEM）等方法進行資料整理與分析。結果：臨床護理人員與手邊工作的良好適配狀態將能正向影響其本身對醫院的認同程度（β=.18, p＜.01）並形成完全中介，同時進一步提高個人留任於現職的意願（β=.22, p＜.01）。另外，若與當前執業的組織有良好的適配，將能強化臨床護理人員對組織認同的完全中介效果（β=.35, p＜.001）進而正向提高其留任意願（β=.22, p＜.01）的機率。結論／實務應用：建議藉由強化護理認同、良善的人際互動、改善醫療院所環境、調整護理人力配置以及醫護合作關係等方面著手，以利於提高臨床護理人員留任意願。

關鍵字

臨床護理人員 ； 個人–工作適配 ； 個人–組織適配 ； 組織認同 ； 留任意願

並列摘要

Background: To a hospital organization, nurse is a very important human capital. However, Nurses' turnover rate has greatly increased. Hence, to keep nurses at work has become an important issue for hospital administrators. Objective: This study explored the key factors that intention to stay perception of nurses working at a regional teaching hospital in central Taiwan toward their practice environment. Methods: The study was a cross-sectional designed. The purposive sampling method was adopted to select a hospital in Taiwan. In each of these, 90% of the nurses were randomly selected to receive a questionnaire. A total of 390 questionnaires were distributed, and 361 valid questionnaires (92.57%) were returned. These were analyzed by using descriptive statistics, Pearson's correlation analysis, confirmatory factor analysis andstructural equation modeling (SEM) techniques. Results: Organizational identification has a mediation effect on the relationships between person-job fit(β=.18, p＜.01) and intention to stay(β=.22, p＜.01); Organizational identification has a mediation effect on the relationships between person-organization fit (β=.35, p＜.001) and intention to stay(β=.22, p＜.01). Conclusion:This can be achieved by strengthening nursing identity, promoting people interaction, improving hospital circumstances, modifying the staffing of nurses and fostering collaborative nurse-physician relationships, improving intention to stay.

並列關鍵字

Nurse ； Person-job fit ； Person-organization fit ； Organizational identification ； Intention to stay

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