新冠肺炎流行期間影響醫院照顧服務員工作意願之因素探討

Factors Influencing the Willingness to Work of Hospital Nurse Aides During the COVID-19 Epidemic

目的：本研究調查新冠肺炎流行期間醫院照顧服務員之壓力感受、復原力及職場與防疫資源支持對工作意願之影響，並進一步探討工作意願的預測因子。
方法：採橫斷性研究設計，立意取樣，以結構式問卷調查北部某醫學中心之合約照服員，收案期間為2022年12月至2023年3月。問卷包括個人屬性、壓力感受量表、復原力量表、職場與防疫資源支持量表及工作意願量表。以相關性和逐步迴歸分析預測工作意願與各變項之間的關係。
結果：有效問卷210份，女性居多（86.2%），年齡介於61-70歲（45.2%），學歷以高中職（41.4%）為主。迴歸模型中有六個變項能有效預測照顧服務員的工作意願（R2 =30%，F = 15.9，p < 0.001）；壓力感受（B =–0.13；95% CI [–0.19, 0.07]）、未婚狀態（B=–1.09；95% CI [–1.97, 0.22]）及被隔離經驗（B =–1.49；95% CI [–2.47,–0.51]），會顯著降低照顧服務員的工作意願，復原力（B = 0.18；95% CI [0.10, 0.27]）及職場與防疫資源支持（B = 0.14；95% CI [0.06, 0.21]）、及每月接班天數在21-30天（B = 0.83；95%CI [0.10, 1.57]），會顯著提升照顧服務員的工作意願。
結論：在新冠肺炎流行期間，提供照服員足夠的復原力與防疫資源，排班時重視其個別性與班別的穩定性，降低壓力感受，應可有效提高照顧服務員的工作意願。

Purpose: This study investigated the factors associated with the willingness to work of Taiwanese hospital nurse aides during the COVID-19 epidemic, including stress perception, resilience, and workplace resource support.
Methods: A cross-sectional research design and purposive sampling were adopted. A structured questionnaire was used to investigate the attitudes and motivations of nurse aides at a medical center in northern Taiwan between December 2022 and March 2023. The questionnaire collected demographic data and assessed nurses’attitudes by using a stress perception scale, a resilience scale, a workplace resource support scale, and a willingness to work scale. Correlation and stepwise regression analyses were conducted to assess the association between willingness to work and each predictive variable.
Results: Of the 210 valid questionnaires collected, most were completed by women (86.2%) aged 61–70 years (45.2%) with a senior high school (41.4%) education level. In the regression model, stress perception, resilience, workplace resource support, unmarried status, workload between 21 and 31 days per month, and quarantine experience predicted willingness to work (R2 = 30%, F = 15.9, p < 0.001). Of these factors, stress perception (B =−0.13; 95% CI [confidence interval,−0.19–0.07]), unmarried status (B =−1.09; 95% CI [−1.97–0.22]), and quarantine experience (B =−1.49; 95% CI [−2.47−0.51]) were significantly associated with a reduced willingness to work. By contrast, resilience (B = 0.18; 95% CI [0.10–0.27]), workplace resource support (B = 0.14; 95% CI [0.06–0.21]), and workloads of between 21 and 31 days per month (B = 0.83; 95% CI [0.10–1.57]) were significantly associated with an increased willingness to work.
Conclusions: During pandemics such as the COVID-19 pandemic, providing nurse aides with psychological support to increase their resilience, workplace resource support to ensure that they are properly equipped for the job, reliable shift hours that are not excessive to prevent burnout, and steps to reduce feelings of stress can increase nurse aides’willingness to work.