護理人員超時工作與疲勞之相關性分析

黃薇瑄

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護理人員超時工作與疲勞之相關性分析

The Correlation between Overtime Work and Burnout of Nurses

黃薇瑄 , Masters　　Advisor：黃麗玲　　

繁體中文

護理人員；職場疲勞；職場疲勞量表；超時工作； occupational burnout ； occupational burnout inventory ； nurse ； overtime work

Abstract │ Reference (56) │ Times Cited (3) │ Altmetrics

Abstract 〈TOP〉

Parallel Abstract 〈TOP〉

The working hours were stipulated in Taiwan’s labor standards. Most of past literatures pointed out that higher turnover rate of nurse should be caused from working pressure, working overtime, and overload working. The reasons of overtime working in medical facilities are complex, and they’re not only caused of burnout but also medical negligences. The purposes of this study are to investigate the situation of nurses’ overtime working in the hospitals, and to measure the relations and impacts of overtime working and burnout.
This study utilized a stractured questionnaire of "The Correlation between Overtime the Work, and Burnout of the Nurses" to be study tool. All questionnaire data collected from 310 valid samples who were working at a regional teaching hospital in Taichung.
The most of these samples women, below ages of 30, college graduates, single and no child, RN, 2-10 years of seniority, N2, motorcyclists, whom could arrived hospital within 15 minutes. Furthermore, there’re over 70% of nurses were work overtime, most of them are 7 days per month (52.6%), and generally work overtime in 30-60 minutes (47.7%). Moreover, the sudden increase of patients was the main reason for the overtime work. 49.3% of nurses hope their overtime could be a wage surplus. About the occupational burnout scores, can be average from 48.26 to 69.41. After controlling the other factors, age, professional clinical hierarchal ladder, commuting time, the guaranteed coverage extracted from the Taiwan labor standards act, hours of overworking, the number of overtime days and the number of overtime hours could affect the situation of burnout.
The overtime work problems of nurses are very serious. They must obtain on-job education training at off hours or during vacation. In which the usage of personal hours might cause a high turnover rate for nurses, even to affect the quality of health care. This study impressed the importance of personal on-job training to enhance their professional abilities. Moreover, adjustments of human structure should be flexible. Due to the sudden increase of patients, so a certain amount of assistance should be requested and acquired. This study suggests that nurse-aids manpower could be need to support the nursing works. Furthermore, paperwork should be simplified in order to compensate for the extra hours put into the work. We suggeste to the managers of healthcare facility to change their training structure be amended – perhaps using alternative ways in exchange of the deduction of educational training hours and investigation. So that the resting hours of nurses is sufficient in order to guarantee an extension of their nursing careers.

Reference ( 56 ) 〈TOP〉

毛義方、蔡忠融、徐雅媛、徐儆暉、毛鏡琪、盧士一、陳美蓮(2011)。我國醫院員工超時工作與輪班研究。勞工安全衛生研究季刊，19(2)，223-232。
連結：
王昭儀(2006)。醫學中心護理人員之勞動條件對其工作壓力、工作負荷及疲勞影響之研究(未出版之碩士論文)。國立台灣大學，台北市。
連結：
王復維(2006)。工作特質、疲勞及憂鬱傾向對新陳代謝症候群關係之研究-以某醫學中心自費健檢(職業健檢)個案為例(未出版之碩士論文)。高雄醫學大學，高雄市。
連結：
王普善(2010)。基層醫療病患健康促進生活型態、生活技能、靈性健康與自覺疲勞之相關研究-以台北市某診所為例(未出版之碩士論文)。國立台北教育大學，台北市。
連結：
行政院勞工委員會(2010)。勞動檢查-檢查年報。取自http://www.cla.gov.tw/cgi-bin/siteMaker/SM_themePro?page=4e15159a
連結：

Times Cited (3) 〈TOP〉

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