促進臨床護理人員留任意願之闡鍵分析

Improving the key factors of nursing stafrs intention to stay

背景：對醫療院所來說，臨床護理人員是十分重要的人力資本，然而，我國臨床護 理人員離職率卻有逐年上升的趨勢，因此，如何強化其留任 意頤，便是醫院管理者目前不得不正視的議題。目的：探討臨床護理人員對於當前護理執業環境留任意顧之關鍵因呆。方法：採橫斷面設計，以立意取樣某家醫院，採隨機取樣抽取90%護理人員作為研究樣本，共發出390份問卷，有 效問卷共計361份，有效樣本回收率 92.57%。並以描述＇I空統計、皮爾森相關分析與結構方程模式（ SEM) 等方法進行資料整理與分析。結果：臨床護理人員與手邊工作的良好適配狀態將能正向影響其本身對醫院的認同程度（戶只18, p<.01 ）並形成完全中 介，同時進一步提高個人留任於現職 的意願（戶＝.22, p<.01 ）。另外，若與 當前執業的組織有良好的適配，將能 強化臨床護理人員對 組織 認同的完全中介效果（β＝.35, p<.001 ）進而正向提高其留任意願（β＝.22, p<.01 ）的 機率。結論／實務應用：建議藉由強化護理認同、良善的人際互動、改善醫療院所環境、調整護理人力配置以及醫護合作關係等方面著于，以利於提高臨床護理人員留任意願。

Background: To a hospital organization, nurse is a very important human capital. However, Nurses' turnover rate has greatly increased. Hence, to keep nurses at work has become an important issue for hospital administrators. Objective: This study explored the key factors that intention to stay perception of nurses working at a regional teaching hospital in central Taiwan toward their practice environment. Methods: The study was a cross-sectional designed. The purposive sampling method was adopted to select a hospital in Taiwan. In each of these’90% of the nurses were randomly selected to receive a questionnaire. A total of 390 questionnaires were distributed, and 361 valid questionnaires (92.57%) were returned. These were analyzed by using descriptive statistics, Pearson’S correlation analysis, con日rmatory factor analysis and structural equation modeling (SEM) techniques. Results: Organizational identification has a mediation effect on the relationships between person-job fit(B=.18, p<.01) and intention to stay(B=.22, p<.01）﹔Organizational identification has a mediation effect on the relationships between person-organization fit (B=.35, p<.001) and intention to stay(B=.22, p<.01). Conclusion: This can be achieved by strengthening nursing identity, promoting people interaction, improving hospital circumstances, modifying the staffing of nurses and fostering collaborative nurse-physician relationships, improving intention to stay.