護理人員專業承諾及工作風險認知與生涯發展、離職傾向關聯性之研究—以某區域醫院為例

A Study on the Relationship among Professional Commitments, Perception of Job-Related Risks, Career Development and intention to Quit- Evidence from the Nursing Staff of Regional Hospital

顏蜜(Mi Yen)

指導教授 ： 吳美連

中原大學/商學院/企業管理研究所/碩士(2004年)

https://doi.org/10.6840/cycu200400440

摘要

摘 要
依據文獻的查證，護理人員的高離職率與人才流失率，讓學界與實務界多方進行護理專業承諾改變的研究，期望透過研究找出留住護理人員服膺南丁格爾承諾的心，但在2003年SARS疫情影響下，護理人員的工作風險認知是其離職傾向的重要因素，本研究的主要目的是驗證護理專業承諾、工作風險與生涯發展、離職傾向的關聯性。
本研究以某區域教學醫院的276份護理人員的有效問卷，做上述研究目的實證探討。發現下列結果：
一、護理人員專業承諾整體平均得分2.60分（四點尺度計分），工作風險認知整體得分3.78分（七點尺度計分），生涯發展整體平均得分為3.17分(五點尺度計分)，離職傾向整體平均得分3.03（五點尺度計分）。
二、護理專業承諾與生涯發展、離職傾向有顯著負向關聯性，專業承諾越高護理人員的生涯發展意願越高。而其離職傾向低。
三、工作風險認知與離職傾向有顯著正向關聯性。整體工作風險認知及「風險感受」與離職傾向皆有顯著正相關。即臨床護理工作讓護理人員恐懼工作所帶來的疾病風險及其致命性，並覺得自我避免風險能力低，則其離職傾向愈高。
四、個人收入與離職傾向有顯著負相關，最親近的家人對護理工作支持度與護理專業承諾、生涯發展有顯著正相關與離職傾向有顯著負相關。任職科別、班別型態、進修情形與離職傾向有顯著關聯性，交通時間與護理專業承諾、生涯發展有顯著負相關。
本研究根據研究結果對醫療機構人力資源管理者及護理領導階層管理者提出以下建議：
1. 提昇護理人員對護理專業的價值認可。
2. 改善護理工作風險，提昇工作安全感與保障。
3. 致力發展公開公平的護理人員生涯發展路徑。
4. 重視員工特性，加強親屬溝通。

關鍵字

生涯發展 ； 離職傾向 ； 專業承諾 ； 工作風險認知

並列摘要

Abstract
According to the findings of some documents, the high rate of nursing staff quitting their jobs has prompted people both in the academic circle and in the field to launch various studies on why the nursing staff quit, hoping to find out a way to resume their commitment of following the step of Florence Nightingale. As the breakout of SARS in 2003, the study has found out that profession risk perception was the main reason that causes some of the nursing staff to quit their jobs. The chief objective of this study is to show the correlations between their professional commitments, their risk in the profession, their career development, and their inclination to quit.
The findings of this study, based on a survey of 276 nursing staff in one teaching hospital, are as follows:
1. The nursing staff averages 2.60 on their professional commitment on a scale of 4; 3.78 on their risk perception in the profession on a scale of 7; 3.17 on their career development a scale of 5; 3.03 on their inclination to quit on a scale of 5.
2. There is a high correlation between professional commitment and the career development, indicating the higher the professional commitment and career development they have, the less likely they are to quit.
3. There is a high correlation between their risk perception in the profession and their inclination to quit, indicating the average nursing staff apprehensive of the risk of getting infected by fatal job-related diseases.
4. Ones income is inversely correlated to her / his inclination to quit; The supportiveness on nursing profession from the closet family members and nursing professional commitment are correlated to career development but inversely correlated to the inclination to quit; profession department, work shift, and continuing education are significantly correlated to the inclination to quit; commute time is inversely correlated to nursing professional commitment and career development.
This study has the following suggestions to the human resources and administration in the medical field:
1. To help the nursing staff better know the value of their profession.
2. To improve their nursing environments so as to make them better protected and feel safer.
3. To establish an open and equal platform for nursing staff career development.
4. To pay attention to the individual differences of the nursing staff and communicating with their families.

並列關鍵字

career development ； inclination to quit ； profession risk perception ； professional commitment

參考文獻

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