護理人員人格特質與工作生活品質的關係

Relationship Between Personality Traits and Quality of Work Life in Nurses

背景：工作生活品質是臨床護理人力資源管理及政策制定方向的重要基礎。人格特質會影響護理人員對工作環境的感受，進而影響工作滿意度與留任意願。然而，目前針對人格特質與工作生活品質關係的研究仍屬有限。
目的：旨在探討臨床護理人員的人格特質與工作生活品質之間的關係。
方法：採橫斷性研究設計，於2023年10月與11月間，以滾雪球抽樣法及網路問卷進行資料收集，對象為南部醫院的臨床正職護理人員，共329人。研究工具包含台灣版工作生活品質量表、中文版五大人格特質量表及基本資料表。
結果：護理人員之工作生活品質平均分數為3.22（SD = 0.59）。女性護理人員的工作生活品質顯著高於男性（p < .04）。外向性（β= 0.22,ΔR2 = 7.1%）、嚴謹性（β= 0.17,ΔR2 = 2.7%）和情緒穩定性（β= 0.15,ΔR2 = 1.9%）為其顯著預測因子，整體模型可解釋11.7%總變異量。
結論／實務應用：護理管理者應重視人格特質對臨床工作的影響，於招募與培訓過程評估護理人員之人格特質與工作生活品質現況，特別針對內向、不嚴謹及情緒不穩定者，應提供職能和正向支持策略，調整其工作角色並提供協助適應，以提升工作生活品質。未來建議整合人格特質與組織因素，發展更完善的人力資源管理策略，以穩定臨床人力並提升照護品質。

Background: Quality of work life (QWL) serves as a basis for human resource management and policy formulation in clinical practice. Personality traits may influence how nurses perceive their work environment which, in turn, may affect their job satisfaction and retention. However, few studies in the literature have explored the relationship between personality traits and QWL.
Purpose: This study was designed to investigate and clarify the relationship between personality traits and QWL in clinical nurses.
Methods: A cross-sectional and correlation design was used, and data from clinical nurses (n = 329) were collected using a web-based survey via snowball sampling between October and November 2023. Nurses working full-time at hospitals in southern Taiwan and who were willing to participate in the study were enrolled as participants. The survey included a demographics datasheet, the Traditional Chinese Version of Big-Five Mini-Markers, and the Taiwanese- Version of the Work-Related Quality of Life Scale.
Results: The mean QWL score was 3.22 (SD = 0.59), with females scoring significantly higher than males (p < .04). The three personality traits of extraversion (β= 0.22,ΔR2 = 7.1%), conscientiousness (β= 0.17,ΔR2 = 2.7%), and emotional stability (β= 0.15,ΔR2 = 1.9%) were identified as significant predictors of QWL, explaining 11.7% of the total variance.
Conclusion/Implications for Practice: Nursing managers should understand the influence of different personality traits on QWL when designing and implementing strategies to improve QWL in their nursing staff. Also, nursing managers may consider personality traits and QWL when recruiting and training nursing staff. Based on the results of this study, nursing managers should develop strategies to enhance competencies and foster positive attitudes as well as appropriately adjust work roles for nurses who tend to be introverted, less conscientious, or emotionally sensitive to improve their QWL. In addition, nursing managers should integrate personality traits with organizational factors to establish a foundation for human resource management and policy formulation in clinical practice.