派遣人力運用於門診跟診人員之可行性研究

The feasibility research of dispatched worker application to the outpatient’s attendance

連麗君(Li-Chun Lien)

指導教授 ： 李弘暉

元智大學/管理學院/管理研究所/碩士(2006年)

摘要

本論文研製之目的主要在探討派遣人力運用於門診跟診人員的可行性，以文獻探討為基礎輔以實務之問卷調查結果，經由回收樣本之統計分析驗證文獻中國內外學者所主張之運用派遣人力之觀點於醫療產業中的可接受度及其可行性，並嚐試探討醫療機構對於不同護理單位工作人員運用派遣人力的接受度。
本研究之主要目的期瞭解：1.醫療機構對派遣人力方案的看法。2.醫療機構對護理人員不足採用之應變機制。3.醫療機構對於門診跟診人員，交由非護理背景的助理員及未取得護士專業證照之護理科系畢業生擔任的評價。4.探討不同工作單位(醫師、護理、人事單位)對於門診跟診人員採用派遣人力方式的接受度及可行性評估。5.評估未來擴大到護理單位各類工作人員人力短缺由派遣人力支應的接受度。
本研究以醫院協會九十三年所出版之醫療機構名冊中，開放使用床數一百床以上之地區醫院為研究範圍；主要研究對象為運用單位及招募單位和決策單位；研究問卷共536份，回收之有效問卷共135份，有效回收率為25.18%；經統計分析發現1.本研究結果顯示醫療機構認同透過運用派遣人力可以提升招募效率並將低人事成本及增加人力運用彈性並專注本業，但普遍認為受派人員無法對機構產生向心力2.醫療機構認同門診跟診人員運用派遣人力，但在工作表現上，普遍認為派遣人員不會優於專業護理人員。3.可接受運用人力派遣之單位仍限於非護理臨床工作上，如門診跟診人員、書記及助理員；對於臨床護理工作之人員，多半無法接受運用派遣人力4.對於護理人員短缺的因應機制之看法：對於優先以門診跟診之專業護士支援人力短缺之護理工作單位，再透過兼職護士或運用派遣人力支援門診跟診人員的作法，持肯定的態度。5.不同醫療機構對於護理人員短缺處理機制的看法，無統計上之顯著差異。6.不同評鑑等級之工作單位對於門診跟診人員派遣人力的學經歷要求，交互作用不顯著。7.不同權屬別醫療機構之不同工作單位人員對門診跟診人員運用派遣人力的接受度，無顯著交互作用。8.教育程度不同的護理單位主管，其對門診跟診人員運用派遣人力的看法，無統計上之顯著差異。9.不同工作單位之研究對象，對於可接受運用派遣人力之護理單位工作人員的整體看法上，無統計上之顯著差異。
根據上述研究發現，門診跟診人員運用派遣人力在護理人力短缺之際，確實為醫療機構可接受之人力運用彈性的可行方案之一；而派遣人力的運用亦確實可提供醫療機構評估降低人事成本及增加人員彈性的選擇。

關鍵字

派遣人力、門診跟診人員、醫療機構

並列摘要

This study aims to examine the feasibility of using dispatched workers as outpatient’s attendance based on literature review and survey results, to discuss and verify the acceptability and feasibility of using dispatched workers in the medical industry proposed in previous studies through the statistical analysis of collected samples, and to explore the acceptance of medical institutions towards using dispatched workers in various nursing units.
The objective of this study is to understand: 1) medical institutions’ attitudes toward dispatched workers plans; 2) medical institutions’ responses to insufficient nursing staff; 3) medical institutions’ evaluation of using non-nursing assistants and nursing graduates who have not obtained a nursing license; 4) the feasibility and acceptance of different units (medical, nursing and personnel units) towards using dispatched workers as outpatient’s attendance; 5) the acceptability of using dispatched workers to support and respond to the manpower shortage of various personnel in nursing units.
The subjects of this study are local community hospitals with more than 100 beds in the medical institutions list published by Hospital Association in 2004. A total of 536 questionnaires were distributed to the employment units, recruitment units and decision-making units of these hospitals, and 135 valid questionnaires (25.18%) were collected. The statistical analysis results show that: 1) the medical institutions agree that using dispatched workers helps to increase recruitment efficiency, reduce personnel costs, and increase the flexibility of manpower use as well as the personnel’s focus on their own responsibilities; however, the medical institutions generally believe that dispatched personnel are unable to create centripetal forces within the organization; 2) the medical institutions agree on the idea of using dispatched workers as outpatient’s attendance; however, they generally believe that dispatched personnel do not excel professional nursing staff; 3) the units that accept dispatched workers are limited to non-nursing clinical jobs, such as outpatient’s attendance, clerks and assistants; dispatched workers is mostly unable to be used in clinical nursing positions; 4) the attitudes towards the response systems for the shortage of nursing staff: positive attitudes towards using professional nurses to support the nursing units with manpower shortage issues as the priority and then assisting with part-time nurses or dispatched workers to provide further clinical assistance; 5) there is no significant statistical difference in the attitudes of different medical institutions towards the response systems for the shortage of nursing staff; 6) there is no significant interaction among the requirements of the units of different degrees of accreditation for the backgrounds of the dispatched workers used as outpatient’s attendance; 7) there is no significant interaction among the acceptance of the personnel from different units owned by different medical institutions towards using dispatched workers as outpatient’s attendance; 8) there is no significant statistical difference in the attitudes of the management personnel of the nursing units with different education backgrounds towards using dispatched workers as outpatient’s attendance; 9) there is no significant statistical difference in the general attitudes of the subjects from different units towards using dispatched workers in nursing units.
Based on the above results, using dispatched workers as outpatient’s attendance during the time when shortage of nursing manpower occurs is one of the feasible plans of flexible manpower use that are acceptable to medical institutions. Using dispatched workers also provides an option of reducing personnel costs and increasing personnel flexibility for medical institutions

並列關鍵字

dispatched worker, outpatient’s attendance, medical institution

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