透過您的圖書館登入
IP:44.200.40.97
  • 學位論文

護理人員的賦權感受與留任意願之相關性研究

The Relationship Between Nurses’ Empowerment and their Intent to Stay

指導教授 : 林俐伶

摘要


護理人員為醫院主要人力資源,人員的流動率不僅影響照護品質、增加醫院整體成本外,也造成病人安全上的問題。研究指出透過賦權可為護理工作執業者帶來正向改變,增加人員的自主性及滿意度,降低倦怠感、情緒耗竭等。本研究的目的在探討護理人員的賦權感受與留任意願之現況及相關性,為描述性相關性研究設計,採方便配額取樣方式,研究樣本來自南部某醫學中心臨床工作滿三個月以上之護理人員。以結構性問卷收集資料,SPSS for Window11.0套裝統計軟體進行建檔與分析。研究結果臨床護理人員的賦權感受與留任意願呈現中等程度。與賦權感受達顯著性相關的有年齡、婚姻狀況、職等、身份別、是否擔任輔導員、年資。年齡、年資與賦權感受呈正相關,當年齡、年資愈高賦權感受愈高;且已婚者高於未婚者;職等中N3層級最高、N層級最低;正式人員高於約用人員,擔任輔導員高於未擔任輔導員。另外與留任意願達顯著性的有年齡、職稱、職等、年資。年齡、年資與留任意願呈正相關,當年齡、年資愈高留任意願愈高;職稱為護理師高於護士;職等中N4層級最高、N2層級最低。留任意願與賦權感受兩者具有顯著的正相關,且與共同參與、互動性、擁有感等構面皆具有顯著正相關。因此透過本研究瞭解臨床護理人員在工作環境感受賦權的程度,做為主管賦權領導的參考,並幫助人員產生正向的工作賦權感受,促使人員留任。

關鍵字

賦權 留任意願

並列摘要


Nursing staff are usually the main human resource in hospitals. High turnover rate of nurses could lead to poor quality care, increased costs in hospitals, and to patient safety issues. Certain studies have shown that the empowerment of nursing staff increases job satisfaction and staff autonomy, decreases lethargy and emotional exhaustion as well as results in positive working environments for nurses. This descriptive and correlational study was aimed to investigate the relationship between nurses’ empowerment and their intent to stay. With the method of convenience and quota sampling, 191 clinical nurses who had worked for more that three months were selected from a southern medical center. Data were collected by structured questionnaires, then coded and analysed with the statistical software of “SPSS 11.0 for Windows”. The results revealed that these clinical nurses’ perception of the empowerment and intent to stay were at medium level. The perceived empowerment presented a strong positive correlation with nurses’ age, marital status, job level, identification, length of employment and if working as a mentor. Their intent to stay had a significant positive correlation to age, position, job level, and length of employment. Additionally, intent to stay was positively correlated with not only the empowerment but also reciprocity, synergy and ownership. The findings of this study could provide clinical nurse leaders a reference to understanding and promoting empowerment. In the nursing workplace, by the means of empowerment, job satisfaction could be enhanced for both nursing leaders and members; so that the retention rate of clinical nursing staff could be increased as well.

並列關鍵字

Empowerment Intent to Stay

參考文獻


王秀珍、盧美秀(1998)•護理人員作相關灌能之探討-比較護理人員實際感受與期望間之差異•護理研究,6(1),19-30。
呂學榮(2007)•台灣公部門社工知覺之督導風格、充權感受與工作滿足感相關研究,碩士論文,台北:國立台灣大學社會科學院社會工作研究所。
王麗雲、潘慧玲(2000)•教師彰權益能的概念與實施策略•教育研究集刊,44,173-199。
李雅慧、胡月娟、李雅文、張艾玲(2009)•醫師和護理人員對專科護理師角色與功能之看法及其相關因素探討•護理雜誌,5(2),109-117。
黃心怡(2006)•自主學習與學生自我賦權:以台北市自主學習實驗計劃學生為例之研究•中正教育研究,4(2),81-113。

被引用紀錄


雷子仁(2015)。居家照顧服務員工作價值觀、工作投入對留任意願之影響關係〔碩士論文,義守大學〕。華藝線上圖書館。https://doi.org/10.6343%2fISU.2015.00403
傅仰賢(2015)。一般公費醫師離島醫院服務期滿後留任意願之研究—以金門醫院為例〔碩士論文,國立臺灣大學〕。華藝線上圖書館。https://doi.org/10.6342%2fNTU.2015.00026

延伸閱讀