為什麼台灣護理人員總是留不住?探討相對剝奪感與工作倦怠對離職傾向之影響

Why are Registered Nurses Reluctant to Stay?Investigating the Effect of Relative Deprivation and Job Burnout on Turnover Intention

李安仁(AN-JEN LEE)

指導教授 ： 邱榆淨

中原大學/商學院/企業管理研究所/碩士(2016年)

https://doi.org/10.6840/cycu201600265

摘要

護理人員人力短缺問題隨著醫療環境的轉變日益嚴重，其為提供醫療服務人數中最多的專業人員，因勞動條件低落導致人力長期缺乏，職前訓練不足、超時工作、薪資福利與獎勵不足等問題紛紛引起護理人員產生相對剝奪感，進而群起遊行抗議，心理壓力和工作倦怠等個人反應亦可能隨之增加，故台灣的護理人員離職率偏高，在此情況下本研究目的為探討相對剝奪感與工作倦怠對離職傾向的影響，採用橫斷面研究設計，使用量表做為衡量工具，並以臺中區域之護理人員為研究對象，採取立意抽樣調查法，有效問卷為129份，再經由敘述性統計、t檢定、單因子變異數分析及迴歸分析來驗證研究假設。
研究分析結果發現，性別及年齡變數與相對剝奪感有顯著差異，然而階層迴歸分析結果顯示將性別、年齡、婚姻狀況、教育程度、工作時數及角色衝突等變數控制後，工作倦怠產生部分中介效果，亦為相對剝奪感會透過工作倦怠影響離職傾向，且相對剝奪感對離職傾向的影響較工作倦怠為大。其研究結果可供醫療機構管理者了解護理人員相對剝奪感之重要性，持續推動護理執業環境的改善，透過減輕其相對剝奪感及工作倦怠，來降低離職傾向，並減少離職率，以留住優秀的護理人員為主要目的，進而符合醫療機構評鑑對於護理人力及其離職率之標準，且保障民眾就醫之醫護品質。

關鍵字

相對剝奪感 ； 工作倦怠 ； 離職傾向

並列摘要

The shortage of nursing labor has becoming a serious problem with the change of the medical environment. It is known that the number of nursing staffs has the largest proportion among medical staffs. Because of the poor working environment, lack of pre-job training, overtime working and poor salaries and benefits, nursing staffs usually feel the relative deprivation and great psychological pressure, so that the job burnout even a demonstration against would appear, which could stimulate the growth of turnover rate of Taiwanese nursing staffs.
In this paper, the effects of relative deprivation and job burnout to turnover intention are explored. The cross-sectional study is applied to observe and compare the subjects' psychological or physiological conditions with different ages at the same time. The purposive sampling method is taken up to select the research objects from Taichung. Descriptive statistics analysis, t-test, one way ANOVA and hierarchical multiple regression analysis are used to verify the hypothesis, with the data from 129 valid questionnaires.
The results show that: (1) there are significant differences between gender and age, respectively, and relative deprivation; (2) under controlling the variables in gender, age, marital status, level of education, working hours and role conflict, mediated effects generated by job burnout partially, that is job burnout is the mediator between relative deprivation and turnover intention; and (3) what’s more, relative deprivation has a stronger influence on the turnover intention than job burnout.
The conclusions could be used by the managers of medical institutions to understand the importance of relative deprivation for nursing staffs, which could improve the working environment. Managers of medical institutions should spare no effort to reducing nursing staffs’ relative deprivation and job burnout, so that turnover intention would be greatly reduced. Moreover, it will make a great contribution to guarantee the hospital quality.

並列關鍵字

Relative Deprivation ； Job Burnout ； Turnover Intention

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