工作滿意度、護理人員留任意願——以職場暴力為調節變數

An investigation into Relationship between Job Satisfaction and Nurses retention- Workplace Violence as Moderator

護理短缺嚴重影響醫療照護體系與病人安全。目前國內外文獻探討護理人員短缺問題大多是聚焦在薪資、福利、主管領導、組織承諾與組織氣氛等因素，而職場暴力對護理人員的留任相關的研究仍鮮少。故本文以新竹市某區域醫院護理人員為研究對象，探討護理人員工作滿意度、留任意願及職場暴力之關聯性。本研究以立意取樣做橫斷性研究進行問卷調查，於2016年2月22日至3月21日止，進行問卷的施測與回收，共發放300份問卷，有效問卷回收率99%。研究結果顯示：（一）護理人員在過去一年中職場暴力盛行率言語暴力佔最高為39.7%、其次為肢體暴力23.9%、性騷擾為6.4%，整體而言病人或病人家屬為主要的暴力來源（37%-83%），若受到職場暴力會陳報比率有61.3%，整體滿意度平均為3.14。（二）在滿意度方面：以現職機構年資＞11年、婦兒科病房護理人員及護理長職稱，其工作滿意度較高。在留任意願方面：以年齡41歲以上、已婚、擁有2位子女、現職機構年資11年以上、婦兒科病房、護理長職稱、進階職級為N3及常日班者，其留任意願較高。在職場暴力方面，現職工作年資7-10年、進階職級為N2及包班者（大、小夜），其職場暴力較高。（三）護理人員的工作滿意度對護理留任意願具有正向影響、職場暴力對工作滿意度與護理留任意願之間具有負向調節效果、言語暴力對工作外在滿意度具有負向影響、職場暴力對工作滿意度具有負向影響、職場暴力對護理留任意願具有負向影響。本研究結果可以提供醫院管理者及護理領導者，做為日後改善職場暴力之依據，以提升護理人員之工作滿意度及留任意願。

The shortage of nursing workforce can affect the medical care system and patients’ security. At present, literature probing nurses’ retention mostly focuses on factors like wages, benefits, supervisors’ leaderships, organization atmosphere, etc. However, the impact of workplace violence on job satisfaction and nurses’ retention is under researched. Hence, this paper aims to explore the co-relationships of nurses’ job satisfaction, retention and workplace violence。The study targets at 300 nurses who have worked over three months, and uses purposive sampling to conduct the cross-sectional study by giving questionnaires administered between Feb. 22 to March 21. The effective response rate is 99%.
The research findings show that: (1) verbal violence is the most common type of workplace violence suffered by the respondents (39.7%)；patentients and their families are in the top rank of perpetuaters (37%-83%). (2) Over 60% of respondents who will report the workplace violence when encounter, but the average score of satisfaction on the extent to which the workplace violence has been properly handled is 3.14 out of a 5 point-scale. (3) Nurses’ job satisfaction has positive influence on retention, while workplace violence has negative intervention on job satisfaction and nurses’ retention. (4) Verbal violence has negative impact on extrinsic job satisfaction, workplace violence also has negative impact on job satisfaction, and work place violence has negative impact on nurses’ retention. The study result can serve as a reference for hospital supervisors and nursing heads to improve the problem of work place violence, so as to nurses’ job satisfaction and retention.