- 學位論文
排班彈性度、專業承諾與護理人員留任意願之探討
Schedule Flexibility, Professional Commitment, and Intention to Stay among Registered Nurses
摘要
背景：全球護理人力短缺將在未來10到20年內發生，也就是預計2030年，全球護理人員短缺可能達到760萬人。因此護理人員離職與留任是影響全球組織的關鍵問題。護理人員輪班工作時，可能會面臨工作與家庭間的衝突，也可能影響留任意願，因此，排班彈性度常被使用於當代員工在繁忙日常生活中的解決方案，尤其需要輪班工作且有工作家庭衝突的護理人員來說可能會是特別重要的。 研究目的：本研究的目的在探討排班彈性度對護理人員工作家庭衝突的影響、對情感性專業承諾和留任意願的影響程度，以及持續性專業承諾和規範性專業承諾對留任意願的影響。 研究方法：本研究採用橫斷面研究設計，採用群集隨機抽樣，以台灣北部某醫學中心護理人員為研究對象（N = 206）。研究工具內容包含排班彈性度量表、工作家庭衝突量表、專業承諾量表、離職意願量表與基本資料表。以IBM SPSS 21版及LISREL進行資料統計分析，以驗證各項假設。 研究結果：本研究結果顯示 (1)護理人員排班彈性度與工作家庭衝突呈顯著負向關係(β = -0.22, t = -3.08, p < 0.01)；(2)工作家庭衝突與留任意願並無相關性(β = -0.05, t = -0.78, p = 0.22)；(3)工作家庭衝突與情感性專業承諾呈顯著負向關係(β = -0.29, t = -4.24, p < 0.001)；(4)情感性專業承諾(β = 0.28, t = 3.66, p < 0.001)、持續性專業承諾(β = 0.32, t = 4.72, p < 0.001)和規範性專業承諾(β = 0.22, t = 3.13,p < 0.01)與留任意願呈顯著正向關係。 結論：排班彈性度會透過工作與家庭衝突影響護理人員的情感性專業承諾。此外，工作家庭衝突雖然不會直接影響留任意願，但會經由情感性專業承諾影響護理專業人員的留任意願，由此可以顯示出情感性專業承諾對於護理人員持續留任於組織或護理專業的重要性。建議未來研究與臨床實務透過調整排班彈性度，減輕護理人員工作家庭衝突，以緩解護理人員短缺之問題，並增進護理人才留任。
並列摘要
Background. The global shortage of nursing manpower will occur within the next 10-20 years. That is, in 2030, the shortage may reach 7.6 million. Therefore, nurse turnover and retention is a key issue for global organizations. Nurses with work shifting may face the conflict between their work and family, and may also affect nurses’ intention to retention. Schedule flexibility is often a solution for contemporary employees in their busy daily lives. It may be the possible solution for nurses who face work-family conflict in shifts. Aims. This study aims to examine the structural construction among scheduling flexibility, working-family conflict, professional commitment and intention to stay. Methods. This study used a cross-sectional design and cluster random sampling. Participants were 206 nurses in a medical center in northern Taiwan. Measurements contain of Schedule Flexibility Scale, Working-Family Conflict Scale, Professional Commitment Scale, Turnover Intension Scale, and Demographics. IBM SPSS 21 and LISREL were used to examine the hypotheses. Results. Schedule flexibility was significantly negatively related to work-family conflict (β = -0.22, t = -3.08,p < 0.01). However, there was no correlation between work-family conflict and intention to stay (β = -0.05, t =-0.78, p=0.22). Work-family conflict was significantly negatively related to affective professional commitment(β = -0.29, t = -4.24, p < 0.001). Affective professional commitment (β = 0.28, t = 3.66, p < 0.001), continuance professional commitment (β = 0.32, t = 4.72, p < 0.001) and normative professional commitment (β = 0.22, t = 3.13, p < 0.01) had a significant positively related to intention to stay. All model fit index were acceptable. Conclusions. Schedule flexibility is negatively associated with affective professional commitment through work and family conflicts. In addition, work-family conflicts were affected intention to stay through affective professional commitment. However, work-family conflicts did not directly affect nurses' retention. The findings indicated that affective professional commitment is an important factor on nurses’ intention to stay, both in the organization or nursing profession. This study recommends schedule flexibility for reducing nurse’ work-family conflicts in future studies and clinical practice, alleviating the shortage of nurses and enhancing nursing professional retention.
參考文獻
延伸閱讀
- 黃允成、簡仕翰、康家榮（2009）。考慮人員偏好下護理排班與休假問題之整合探討。醫護科技期刊，11(1)，57-69。https://doi.org/10.6563/TJHS.2009.11(1).5
- 吳家榛、陳麗芳、韓錦樺（2015）。某醫學中心護理人員對護理排班之滿意度及相關因素探討。新臺北護理期刊，17(2)，25-36。https://doi.org/10.6540/NTJN.2015.2.003
- 詹碧端、李秀蘭、林詩偉（2016）。比較護理排班系統建置前後護理人員對排班時間、滿意度及其影響排班因素之初探。醫療資訊雜誌，25(2)，37-50。https://www.airitilibrary.com/Article/Detail?DocID=10213155-201606-201701100034-201701100034-37-50
- 黃仲毅、余鑑、于俊傑（2016）。An Exploration of Working Conditions and Flexible System for Hospital Nurses。護理雜誌，63(2)，80-90。https://doi.org/10.6224/JN.63.2.80
- Lu, K. Y., Chiou, S. L., & Chang, Y. Y. (2000). A study of the Professional Commitment Changes from Nursing Students to Registered Nurses. The Kaohsiung Journal of Medical Sciences, 16(1), 39-46. https://doi.org/10.6452/KJMS.200001.0039