透過您的圖書館登入
IP:34.238.143.70
  • 期刊

比較不同職務角色護理人員之職場疲勞及健康狀態與離職意念之相關因素

A Comparison of Occupational Burnout, Health Status, and Turnover Intention Among Nurses in Different Occupational Roles

摘要


目的:探討不同職務角色護理人員職場疲勞、健康狀態與離職意念的差異及其離職意念之預測因素。方法:採橫斷面描述性研究,方便取樣於北部某醫學中心全職且該職務至少六個月之臨床護理師、基層主管、專科護理師及個案管理師,2019年3月1日至5月30日發出問卷966份回收867份,有效問卷813份。研究工具有自擬基本資料表、中文職場疲勞量表、身心健康量表及離職意念量表。統計以SAS9.3進行資料建檔與分析。結果:護理人員不同職務角色在職場疲勞、健康狀態與離職意念皆達顯著差異(F=12.27, p<0.0001; F=10.24,p<0.0001; F=18.13, p<0.0001),臨床護理師職場疲勞程度、身心健康困擾及離職意念都最高;個管師離職意念最低。離職意念預測變項:基層主管有健康狀態、工作衝突及研究所(參考值專科學歷);臨床護理師有健康狀態、職場疲勞、延遲下班、年齡、加護病房(參考值內科病房);專科護理師和個案管理師有健康狀態、職場疲勞及工作衝突。結論:護理執業環境歷經百年的傳承與改變,在不同的職務和場域中滿足民眾的健康需要,管理者要正視護理各職務之專業角色,改善職場工作環境,推廣健康照護和健康促進,建立良好溝通管道,提升護理人員留任意願。

並列摘要


Purposes: The purpose of this study was to discuss the differences in workplace burnout, health status, and turnover intention among nurses in different occupational roles, as well as predictive factors of turnover intention. Methods: The study employed a cross-sectional descriptive design. A convenience sample of full-time clinical nurses, supervisors, clinical nurse specialists, and case managers who had worked in their roles for at least six months was recruited from a medical center in northern Taiwan. From March 1-May 31, 2019, a total of 966 questionnaires were distributed, and 867 questionnaires were returned. There were 813 valid questionnaires. Research tools included a self-administered questionnaire on basic information, a occupational burnout scale in Mandarin, a physical and mental health scale, and a turnover intention scale. SAS 9.3 was used to do data analysis. Results: The results indicated significant differences in occupational burnout, health status, and turnover intention among nurses in different occupational roles (F=12.27, p<0.0001; F=10.24, p<0.0001; F=18.13, p<0.0001). Clinical nurses experienced the highest levels of occupational burnout, physical and mental health disturbance, and turnover intention, while case managers had the lowest turnover intention. Predictive variables of turnover intention were as follows. For supervisors, variables included health status, work conflict, and postgraduate education (reference point: associate degree). For clinical nurses, variables included health status, occupational burnout, working overtime, age, and Intensive Care Unit (reference point: medical ward). For clinical nurse specialists and case managers, variables included health status, occupational burnout, and work conflict. Conclusions: The occupational environment of nurses has witnessed over a century of continuity and change, as nurses in different occupational roles and fields fulfil the healthcare needs of the public. Thus, managers must respect the professional roles of nurses in different positions, improve their occupational environment, promote healthy self-care programs, create positive routes of communication, and enhance the nurses' intention for job-retention.

延伸閱讀