職場工作倦怠之研究--以女性護理人員為例

A Study on Occupational Job Burnout of Female Nurses in the Hospital

詹舜能(Chan Shun-Neng)

指導教授 ： 李明榮

亞洲大學/管理學院/經營管理學系碩士班/碩士(2004年)

摘要

本研究旨在探討醫院女性護理人員工作倦怠、工作-家庭衝突、員工薪酬福利與離職傾向之間的關係。全民健康保險開辦讓醫院面臨醫療和保險政策改變的衝擊。醫院在面臨健保政策和醫療環境變化的壓力，造成經營上的困難，醫院採增加收入和降低成本的因應策略。醫院為降低成本，首先考慮精簡人事支出。為數最多的護理人員，在縮減人力的政策下，造成臨床護理人力不足，使得工作量加重、工作時間不固定，而出現工作士氣低落，進而影響醫療服務之效率與品質。
本研究採問卷調查方式，採分層隨機抽樣法，共抽出710人，得有效樣本共513位。所得資料以敘述性統計、皮爾森積差相關、獨立樣本t檢定、單因子變異數分析、多元逐步迴歸分析等統計分析。重要研究結果如下：
研究發現，女性護理人員工作倦怠之「情緒耗竭」程度較嚴重，平均達 3.444。受到「工作-家庭衝突」之「工作干擾家庭」的影響程度最高。
員工薪酬福利之「福利滿意與待遇成效」構面平均得分都低於中點。顯示女性護理人員對於員工薪酬福利之感受，皆是中等程度以下。女性護理人員的「離職傾向」高於中點，為 3.292，顯示女性護理人員普遍有離職之傾向。
女性護理人員的「工作-家庭衝突」與「工作倦怠」、「工作倦怠」與「離職傾向」、「員工薪酬福利」與「離職傾向」之間具有顯著的相關性。
女性護理人員的「工作-家庭衝突」透過「工作倦怠」的中介效果，會影響女性護理人員的「離職傾向」。 女性護理人員的「工作-家庭衝突」對「工作倦怠」，及「工作倦怠」對「離職傾向」有顯著的預測力。

關鍵字

工作倦怠 ； 女性護理人員 ； 工作-家庭衝突 ； 薪酬福利 ； 離職傾向

並列摘要

The main purpose of this study is to explore the relationship among job burnout, work-family conflict, reward and turnover intention of female nurses. In 1995, the implementation of “National Health Insurance” has further impacted Taiwan’s hospitals through the changes of the medical and insurance policies. Hospitals have adopted the method of increasing profits and reducing costs to cope with the difficulties and pressures resulted from the transformation of national insurance policies and medical environment. First, hospital has to refine and reduce personnel expense of nurses, the most of its staff, in order to make down costs. The human resource of medical Nursing staff is insufficient. It makes workload become heavier, working time unstable, working morale drop off. The low quality of nursing care has influenced medical treatment quality and service efficiency.
This research is using the method of questionnaire survey. A stratified sampling method is used to randomly select 710 female nurses. 513 nurses are completed. The statistical method includes descriptive statistics、Pearson''s product-moment correlation、t-test、one-way ANOVA and multiple stepwise regression.
The major results of this study are as follows：
1.Among the three components of job burnout, the exhaustion phenomenon is in high degree, which average is 3.44. Among the three components of work- family conflict, work interfering family is in high degree.
2. Among the rewards, the benefits and remuneration are in low degree. Nurses are not satisfied with their benefits and reward. Female nurses get higher degree of turnover intention, which average is 3.292.
3. Work-family conflict is positively significant to job burnout. A significant positive correlation is identified between job burnout and turnover intention. The reward is negatively associated with turnover intention.
4. Job burnout is found to have significant mediating effect between work- family conflict and turnover intention.
5. The Work-family conflict is positively significant predictors of job burnout. The job burnout is positively significant predictors of turnover intention.

並列關鍵字

job burnout ； female nurses ； work-family conflict ； reward ； turnover intention

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