護理師再輪調接受度及離職傾向之影響因素分析-以北部某醫學中心為例

Abstract

人力資源是組織中重要資產，在醫院的人力結構中，護理師約佔總人數的40~60%，可說是醫療團隊中為數眾多的專業人員。面對醫療環境競爭程度上升，護理專業多元化的需求與日遽增，工作輪調制度的執行遂成為當前多數醫院為提升護理專業多元性以及醫院人力彈性之重要培訓方法，完整的培訓計畫可增長護理師本身的專業知識與技能，亦能瞭解輪調制度的重要性以及輪調對未來職涯發展的良好助益。但輪調對護理師而言，畢竟是護理職涯過程與生活中的重大改變，故本研究之主要目的旨在探討透過工作輪調制度瞭解護理師對此制度的認同感、輪調後其知識與技能的獲得情形，輪調後的單位對護理師的社會支持度與再輪調接受度以及離職傾向之相關性。 本研究採用結構式問卷，以方便取樣選擇台灣北部某醫學中心，2009年9月1日至2012年9月1日，工作年資滿二年，接受過輪調的護理師為研究對象，發出135份問卷，有效問卷總共122份，有效回收率90.4%。回收問卷經整理後，以SPSS 18.0之中文版套裝軟體，進行描述性分析、獨立樣本T檢定、變異數分析、信度分析、相關性分析、因素分析、階層線性迴歸分析等統計方法分析。 研究結果發現，「工作輪調制度的認同感」與再輪調接受度有顯著正向相關性；「輪調對增進知識與技能獲得」與再輪調接受度有顯著正向相關性；「工作單位社會支持度」與再輪調接受度無顯著相關性。「工作輪調制度的認同感」與離職傾向無顯著相關性；「輪調對增進知識與技能獲得」與離職傾向有顯著負相關性；「工作單位社會支持度」與離職傾向無顯著相關性。研究所得結果可作為日後醫院管理者規劃與工作輪調相關之教育訓練之參考，也讓護理師對專業成長有更深層了解。並建議將護理師第二專長訓練及計劃性的輪調，與進階教育、升遷結合，使護理師在多元化的工作內容下，達到增進知識與技能獲得，進而提升護理執業生涯的發展性。

Human resource is an important asset of organization. The nursing staffs, which accounts for about 40~60% of manpower structure in the hospital, remains the majority of healthcare personnel. Facing the rising competition of health care environment, the need of diversified nursing profession is ever increasing. Implementation of job rotation system became an important training method in most hospitals to enhance the diversity of nursing profession and manpower resiliency. Complete training program for nurses can improve their clinical knowledge and skills, also make awareness of the importance of job rotation and advantages for future development of their career. Yet, for nurses under job rotation, their clinical work pattern and daily life are changed greatly. The main purpose of this study is to investigate the nurses’ identification of job rotation, acquisition of knowledge and skills during rotation, workplace social support, and correlation of further rotation acceptability with resigning intention. This study was conducted at a medical center in northern Taiwan from September 1, 2009 to September 1, 2012. Totally 135 structured questionnaires were issued to those nursing staffs who had 2-year-full working experience and were under job rotation program, among which, 122 valid questionnaires were successfully collected (effective rate = 90.4%). Data was analyzed with statistical methods including descriptive analysis, independent sample T-test, ANOVA, reliability analysis, correlation analysis, factor analysis, and hierarchical linear regression analysis by using the SPSS 18.0 version. The result showed there was significant positive correlation of both “identification of job rotation” and “acquisition of knowledge and skills during rotation” with further rotation acceptability. There was no significant correlation of “workplace social support” with further rotation acceptability, “identification of job rotation” with resigning intention, and “workplace social support” with resigning intension. However, there was significant negative correlation of “acquisition of knowledge and skills during rotation” with resigning intention. The results of this study can be taken as a reference for future planning in hospital administration and job rotation related educational training. It is recommended to integrate subspecialty training and job rotation planning of nursing staffs with advanced education and clinical job promotion, in order to facilitate their acquisition of knowledge and skills under diversified working environments, and thus enhance their future career development.