| Abstract: | 護理人力資源議題目前為全球衛生政策的焦點，也是一個國家醫療照護水準的重要指標。根據行政院衛生署2011年統計資料顯示，2011年有約17800人離開現職，離職率高達20.1%；人員流動性高的問題，對於醫療服務品質產生影響。本研究的目的為探討護理人員人格特質與留任因素之相關性，先期以深度訪談方式，在各單位徵詢不同層級，和不同年資之護理人員共8人進行訪談，整理、歸納訪談內容，併合專家建議及臨床實務經驗，擬定結構式問卷。問卷內容包含三部分:第一部分為影響留任之因素，第二部分為基本資料，第三部分為人格特質量表測驗。以中部某醫學中心內、外、綜合、婦、兒科病房，任職滿3個月以上實際參與病人臨床照護之護理人員為收案對象，共得有效問卷367份，回收率為87%。研究發現：護理人員之留任意願會因婚姻、年齡、職務、能力進階、年資等5項基本屬性不同而具顯著性差異；綜合基本屬性各項因素與本研究羅列之15項主要影響留任之因素，以「工作量的負荷程度」為影響程度最大之因素，再次是「家人的支持」、「醫糾經驗與否」。偏向嚴謹性人格特質者對於影響留任之15項因素中與非嚴謹性者之間最具有顯著差異性，若依照人格特質來看，則不同人格特質者影響其留任之關鍵因素也各不相同。五種類型人格特質傾向之護理人員一致認同「抱持對工作的熱忱」是延續護理工作的動力，最在意的是「工作氛圍」；偏向穩定性人格特質者有一致性看法，認為「升遷管道透明化」和「健康因素」等兩項因素是影響留任的最主要原因；本研究之個案醫院所屬護理人員的人格特質以宜人性傾向者為多數，卻以嚴謹性傾向者最具有留任意願，可提供管理者未來在用人方面考量。
Nursing human resource issue is currently the focus of global health policy and an important indicator of the level of national health care as well. According to the statistics which is from the Department of Health, Executive Yuan, ROC, shows that in 2011 it was about 17,800 nursing staff had left their jobs with a separation rate as high as 20.1%. In fact, high nursing staff mobility has exerted an influence over the quality of medical services.The purpose of this study is to explore the correlation between nurses' personality traits and its’ retention factors. Eight in-depth interviews were conducted with nurses who are from five wards with different positions and years of seniority.A structured questionnaire was constructed with summary of interviews, expert suggestions, and clinical practical experience. The questionnaire consists of three parts: the first part is retention factors, the second part is basic profile, and the third part is the personality trait scale. There are 367 effective questionnaires with a recovery rate of 87%. Participants are from five wards which are medical surgical, synthesis, maternity, and pediatric wards. All of them have served for more than 3 months and actually engaged in the patient's clinical care. The study found that nurses who stay on wish show significant discrepancy in marital status, age, position, ability categorization, and years of seniority. The item of “workload” is the greatest influence factor among basic profile and fifteen listed retention factors. Follows are items of “family support” and “experience of medical malpractice claim.” In spite of personality traits, all of participants recognize that “keep work zeal” is the very motivation to last the nursing works, and “work atmosphere” is what the most care about. Participants who are partial to stability personality trait recognize that “promotion channel is transparent” and “healthy factor” are two factors which affect the willing to stay on wish. Participants who work at case study hospital are partial to delightful personality trait the most. However, nurses who are partial to rigorous personality trait are intent upon staying on wish the most. |
