護理人員對留任措施之接受程度與職場靈性之關係

Relationship between acceptance of various retention practices and the workplace spirituality of nurses

研究背景：近年來台灣之護理人員出現頗高之離職率，影響醫療體系之正常運作。研究目的：本研究之目的有二：一為探討現任護理人員對醫院所能執行之各種留任措施之接受程度。二為探討具有不同職場靈性之現任護理人員對各種留任措施是否有不同之接受程度。研究方法：本研究採用問卷調查法，發放對象為個案醫院全體護理人員，獲430份有效問卷。問卷之資料處理方法含次數分配法、敘述統計（平均數、標準差、排序）、類似項目分析之分群法（分成高、中與低職場靈性組）、獨立樣本t檢定、變異數分析、相關分析與?歸分析等。研究結果：研究結果顯示：填答者對熱愛工作因素及其所包含題項之同意度偏低。對留任措施之接受度最高之前5個項目均屬於金錢報酬。職場靈性愈高者對於各留任措施題項及諸留任因素之接受度顯著愈高。留任措施諸題項及諸因素之迴歸分析顯示：工作氛圍因素與心靈成長因素對大多數留任措施題項及因素具有顯著影響，而熱愛工作因素則大多不具有顯著影響。建議：建議個案醫院應加強工作氛圍與心靈成長，藉此提升護理人員之留任意願，若能再考量金錢報酬誘因，則更能留住優秀之護理人員。

Background and Objective: In recent years, the normal operation of Taiwan's medical systemhas been affected by the high turnover rate of nursing staff. This study investigated the extent towhich nursing staff accept the various retention practices that hospital can offer, and the effect ofworkplace spirituality on the acceptance of these incentices.Methods: A total of 430 valid questionnaires were completed by nurses of a hospital.The statistical methods used included frequency distribution, descriptive statistics (suchas mean, standard deviation, and sorting), an independent-samples t-test, ANOVA, correlationanalysis, regression analysis, and grouping methods (groups with high, median and low levels ofworkplace spirituality).Results: The respondents had low agreement on passion for work and the correspondingitems. Monetary compensation component of the five retention practices with the highest level ofacceptance. The higher the workplace spirituality of nurses was, the greater was their acceptanceof retention practices. The regression analysis of the items and factors of retention practicesindicated that working atmosphere and spiritual growth factors had significant effects on most ofthe items and factors of retention practices, whereas passion for work did not have a significanteffect.Suggestions: We suggest that the case hospital improve both the working atmosphere and thespiritual growth of nurses because they can have affect retention. Monetary compensation shouldbe considered to retain excellent nursing staff.