英文摘要 |
"Background: The average year of practice of nurses in Taiwan was around 6 to 7 years, which was significantly lower than that of other countries. The reasons for senior nursing staff leaving their jobs and their work perception should be concerned and evaluated.
Purpose: The purpose of this study was to investigate the positive and negative work perception and their related factors for senior clinical nurses in order to understand their work excitement, work frustration, and related factors.
Methods: This study adopted a cross-sectional quantitative research design. By purposive sampling, the senior clinical nurses who have worked for at least 4 years and their nursing capacity at least N2 were recruited from medical centers or regional teaching hospitals in Taiwan. The work excitement scale and work frustration scale were used to collect data. The total number of valid questionnaires returned was 165.
Results: The results showed that the overall work perception of senior clinical nurses was toward pleasure. The most exciting aspect of work perception was the “knowledge learning and growth” domain. The “work challenge and diversification' domain was the least pleasant, only close to a little pleasure. Furthermore, senior nursing staff had a considerable degree of work frustration. The highest score was in the “work arrangement” domain, with a near-moderate work frustration. The lowest score was in the “interpersonal interaction' category, but still higher than the average score. The results of multiple regression analysis found that friend support, support from supervisors of the nursing department, health status, advanced nursing level, and three-shift rotation could explain 15.2% variation in work excitement. Religious beliefs, units/ divisions, extended working hours, and self-reported workload levels could explain 13.5% variation in work frustration.
Conclusions: The results were expected to provide management levels in hospitals with understanding of the feelings of senior clinical nurses, serving as references for policy formulation and consideration of retention measures." |