影響臨床研究護理師工作滿意度之相關因素探討

Abstract

臨床研究護理師是臨床試驗中的工作執行者，也是臨床試驗中不可或缺的一個重要角色，其人數的持續成長也反應出臨床研究的活動增加。而臨床研究護理師這個角色有一重要但少被了解的議題就是工作滿意度。 本研究目的有三：一、瞭解臨床研究護理師的工作滿意度情形，二、探討臨床研究護理師的基本屬性與工作滿意度的相關，以及三、瞭解影響工作滿意度的相關因素。 本研究使用工作滿意度量表進行問卷調查，時間自100年2月9日至100年4月21日，研究對象以現職工作滿六個月以上的臨床研究護理師。以滾雪球方式共發出190份問卷及同意書，回收實得有效問卷160人份，有效回收率84.2%。以SPSS18.0統計軟體進行資料處理與分析。信度分析工作滿意度量表內部一致性，工作滿意度總量表Cronbach’s α = 0.952，七項次量表Cronbach’s α介於0.771~0.955。本研究Power可達0.88。 研究對象以女性，年齡介於25~34歲，教育程度以大學為多，工作滿意度總分範圍為36~180分，平均為117.21分。七大項工作滿意度次量表中以「工作成就感」次量表7題總平均26.44分、「報償滿足」次量表8題總平均22.80分、「上司滿足」次量表5題總平均17.27分、「工作支援」次量表5題總平均16.64分、「同事關係 」次量表4題總平均16.12分、「升遷機會」次量表4題總平均10.07分、「工作負荷」次量表3題總平均7.86分。 迴歸分析結果顯示，臨床試驗年資2年以上未滿8年，平均每月薪資新台幣50,000~59,999，及目前執行臨床試驗案地區在中部者，其工作滿意度較高；聘任機構在醫院和其它及每週平均工作時數61小時以上者，其工作滿意度較差(R2=0.357)。對此結果，建議可固定每月基本薪資並依試驗年資調升薪資或提供工作獎金，及調整合適的工作時數，以提昇工作滿意度。 本研究結果讓研究者了解影響臨床研究護理師工作滿意度的相關因素，可提供各相關機構及管理者未來發展及改善臨床研究護理師的工作環境、福利升遷制度的參考依據，以提升臨床研究護理師的工作滿意度，創造高品質的臨床試驗護理服務品質。

A clinical research nurse (CRN) is the major operator of a clinical trial. The growing number of CRNs reflects increased clinical research activities. Job satisfaction among CRNs is thus an issue that should be considered. The current study had three aims: first, to understand the clinical research nurse’s job satisfaction; second, to explore to the association between basic attributes and job satisfaction in the clinical research nurse; and finally, to understand the factors that impact job satisfaction. In this study, clinical research nurses were defined as those having carried out the job for more than 6 months by the time of enrollment. Nurses were enrolled by snowball sampling from 9 February to 21 April, 2011. Subjects were women, aged from 25 to 34 years, who were mostly university-educated. Questionnaires and informed consent were collected from190 candidates with a total of 160 completed and effective questionnaires (response rate 84.2%). Data were processed and analyzed using SPSS18.0 statistics software. Internal consistency of reliability was calculated using Cronbach’s alpha (total class, 0.952; 7 subclasses, from 0.771 to 0.955). The study power was calculated as .88. Total job satisfaction score ranged from 36 to 180 points (average: 117.21 points). Job satisfaction was divided into seven subclasses: “achievement” with 7 items (mean 3.78 points for each item), “compensation satisfaction” with 8 items (mean 2.85 points for each item), “satisfaction with boss” with 5 items (mean 3.45 points for each item), “support” with 5 items (mean 3.33 points for each item), “relationship with colleagues” with 4 items (mean 4.03 points for each item), “promotion opportunity” with 4 items (mean 2.52 points for each item) and “workload” with 3 items (mean 2.62 points for each item). Results of regression analysis showed that a clinical trial period 2-8 years, a monthly salary of New Taiwan dollars 50,000-59,999, and current performance of clinical trials in the central counties or cities was positively associated with job satisfaction. Employment in hospitals and other institutions and the average working hours of over 61 hours per week was negatively associated with job satisfaction score (R2 = 0.357). Based on these results we suggest that a base salary plus a bonus adjusted according to number of years employed and working hours may enhance job satisfaction in CRNs. Factors influencing job satisfaction, and possible directions for improvement in working environment, welfare and promotion of CRNs are discussed based on current study results. We suggest improvement of such factors to increase the quality of nursing care and servicing of clinical trials.