探討病房區專科護理師職場疲勞與幸福感之相關性——以新竹區域醫院為例

Exploration of the Relationship between Burnout and Well-being of Nurse Practitioners in General Wards–Taking Hsinchu Regional Hospital as an Example

前言：職場疲勞是是全球關注的議題之一，常發生在與服務對象有密切互動的工作人員身上，例如：臨床醫療人員。相較於加護單位之工作負荷，病房區專科護理師除了照顧病人外增加許多無法控制的環境，例如：在開放性空間工作無時無刻須面對家屬的詢問及照護上的干擾，導致於工作常被中斷、延遲下班而感身心疲憊容易煩躁易怒，最終影響醫療照護品質。目的：探討新竹地區某區域醫院病房專科護理師職場疲勞與幸福感之相關性。方法：橫斷式描述性設計，收案人數86名；包含人口學資料、「職場疲勞量表」和「中國人幸福感量表（簡短版）」三部份。所得資料處理以IBM SPSS Statistics 22統計軟體進行分析。結果：.自覺身體狀況與職場疲勞四個次分量表與幸福感，皆呈現顯著負相關（p <.0）；2.自覺身體狀況、服務對象疲勞和工作過度投入為幸福感之預測因子，整體解釋變異量為25.6%達顯著水準（p <.00），其中以「自覺身體狀況」解釋變異量最高。結論/實務應用：為有效提升專科護理師之幸福感，期許職場可採取人性化排班制度（例如：延長輪班的週期、固定班別等），避免頻繁的調整生理時差，另外，可提供員工健康促進相關活動及優質運動環境讓員工閒暇之餘可以就近使用以維持良好健康生活習慣。至於國家相關政策建議專科護理師合理護病比的可行性以降低職場疲勞，促使人員達到身心與工作滿意的幸福感。

Background: Workplace burnout is a global concern, and it often occurs in staff who have close interactions with clients, such as clinical medical staff. Compared with the workload of the intensive care unit, in addition to caring for patients, nurse practitioners in the ward area have many uncontrollable environments. For example, when working in an open space, they have to face inquiries from family members and interference in care at all times, which leads to a lack of control over daily work. Feeling physically and mentally exhausted due to interruptions and delays in leaving work can make them irritable and irritable, which ultimately affects the quality of medical care. Purpose: To investigate the relationship between workplace burnout and the well-being of nurse practitioners in the great Hsin-Chu area. Methods: A cross-sectional survey to collect data from 86 nurse practitioners using demographic data, Occupational Burnout Inventory, and Well-being Chinese Scale (Short Version) questionnaires. IBM SPSS Statistics 22 software was used to analyze data. Results: Statistical analysis results showed that: 1. conscious physical condition, the four subscales of workplace burnout, and well-being were significantly negatively correlated (p<.01); 2. conscious physical condition, client-related burnout, and overcommitment to work were 3 predictors of well-being. The overall explained variance was 25.6% (p<.001), among which conscious physical condition explained the highest variance. Conclusion/Implication: In order to effectively improve the well-being of nurse practitioners, it is expected that the workplace can adopt a humanized schedule system (such as extending the shift cycle, fixing shifts, etc.) to avoid frequent adjustments to physiological jet lag. In addition, employees can be provided with health promotionrelated activities and a high-quality sports environment allows employees to use it nearby in their spare time to maintain good and healthy living habits. As for the relevant national policies, it is recommended that nurse practitioners have a reasonable nurse-to-patient ratio to reduce workplace fatigue and promote staff to achieve physical, mental and job satisfaction.