護理人員工作生活品質相關因素與離職傾向之探討

A Study of the Turnover Intention among Nursing Personnel and its Associated Factors

余孟珊(Meng-Shan Yu) ； 朱苑芯(Yuan-Hsin Chu)

《澄清醫護管理雜誌》 17卷1期 (2021/01) Pp. 38-48

摘要

目的：照護品質是醫療管理者重要課題，護理照護品質往往能反應出護理人員的工作滿意度，而工作滿意度與生活品質息息相關，多篇研究顯示護理工作生活品質與護理人員離職傾向呈現負相關，故本研究的目的為探討護理人員工作生活品質相關因素與離職傾向之相關性。方法：採橫斷式問卷調查，研究對象為中部某兩家區域教學醫院320位護理人員，有效問卷292份（回收率91.25％）。研究工具以是否固定班別、工作生活品質、離職傾向之結構式問卷收集資料。結果：服務單位在工作生活品質有統計上顯著差異；固定大夜、白班比無固定班者之工作生活品質較高；有離職傾向者工作生活品質則顯著較低。影響護理人員工作生活品質的預測因子包括離職傾向、固定白班、已婚、固定大夜班、護理單位主管、護理進階N1等預測變項。護理人員工作生活品質在「工作安排與工作量」與在「工作生活與家庭生活平衡」構面中皆能預測離職傾向並與之呈負相關。結論：建議醫院建立相關制度適時評估單位業務及工作量，對缺少人力或需緊急支援之單位有合理的啟動機制。延長護理人員固定班別之週期。未來可進一步探討護理人員在『工作安排與工作量』及『護理人力與病人照護』兩構面之需求或協助方向作為政策以改善護理人員工作生活品質。

關鍵字

固定班別 ； 護理人員工作生活品質 ； 離職傾向

並列摘要

Purposes: The quality of nursing care is an important issue for medical administrators and often reflects the job satisfaction of nursing personnel. Job satisfaction is closely associated with quality of life. Many studies have shown that quality of work life is negatively correlated with turnover intention. The purpose of this study is to investigate the correlation between factors associated with the quality of work life and the turnover intention of nursing personnel. Methods: A cross-sectional questionnaire survey was used. The participants were 320 nursing personnel from two regional teaching hospitals in central Taiwan; in the end, 292 valid questionnaires were obtained (the recovery rate being 91.25%). The research tool was a structured questionnaire that collected data on the quality of their work life, turnover intention, and whether the individual was on a fixed shift. Results: Different service units had statistically significant differences in quality of work life. Those with fixed graveyard and day shifts have a higher quality of work life than those without regular shifts, and those with turnover intention have significantly lower quality of work life. Predictive factors affecting the quality of nursing personnel's work life include turnover intention, fixed day shift, being married, fixed graveyard shift, being a nursing unit supervisor, and being on the N1 clinical ladder. The quality of work life of nursing personnel is predictive of turnover intention and is negatively correlated with both the ＂work arrangement and workload＂ and the ＂work-life balance＂ dimensions. Conclusions: It is recommended that hospitals establish a relevant system to assess the unit's quantity of work and workload in a timely manner, and have a rational activation mechanism for units that lack manpower or require emergency support. The cycle of fixed shifts for nursing personnel should be extended. In the future, the needs in these two dimensions of nursing personnel-＂work arrangement and workload＂ and ＂nursing manpower and patient care＂-should be investigated further or the directions of policies that support nursing personnel should be improved in order to improve their quality of work life.

並列關鍵字

Fixed shift ； Quality of work life of nursing personnel ； Turnover intention