老人相關系科畢業生在長期照顧職場的流失問題之探究與因應:職場靈性觀點

Exploratory and Responses to the Churn Rate Problems of the Graduates from the Seniors-Related Departments in Long-Term Care Workplaces: The Workplace Spirituality Viewpoint

臺灣高齡社會存在長期照顧人力供不應求的嚴重問題， 且投入長照職場的 畢業生逐漸流失， 本研究以職場靈性觀點探究影響畢業生從長照職場流失的變 工頁， 提供老人相關系科課程與教學翻轉設計之參考，做為解決其人力流失之對 策;研究目的有: (1)分析長照職場中工作負荷、職場靈性和職場留任之間的 關聯性; (2) 分析影響該職場留任之中介效果; (3)翻轉老人系科典型課程與 教學設計， 提出人才培育因應對策; 研究發現長照職場工作負荷顯著負向影響 留任率， 職場支持與薪資所得為其中介變項;畢業生若透過職場支持， 可全數 轉換原先工作負荷對留任平之負面影響; 大學專業課程設計若納入社群參與和 經營， 教學方法強調課程參與、互動與合作學習， 可望強他未來職場支持與留 任率。

The churn rate for the graduates from the seniors-related departments in colleges has been high. From the application of workplace spirituality viewpoint， this study attempts to explore the association variables for this solving the churn rate， and replaces manifest variables with friendly ones， to analyze the mediator variables and mediation effect that have impacts on those who continue to do long-term care. The purposes of this study include:⑴ analyzing the employees’ workload who newly graduated from the seniors-related departments， and the relevance of manifest variables of workplace spirituality and the retention rate; (2) analyzing the mediation effect in manifest variables of workplace spirituality of graduates from the seniors-related departments; (3) proposing a possible solution in response to the churn rate of graduates from these newly graduates. The results found that one mediation effect among all was the workplace support. When the new graduates were prone to resign after suffering a heavy workload and problems， they would still stay if any in-time support and understanding from their colleagues or supervisors granted onto them.