護理人力資本與離職率關聯性之模型建構

The Relationship Between Nursing Human Capital and Turnover Rate

本研究以對護理人員人力資本投入之貨幣性因素、非貨幣性因素與環境因素如何影響其離職率。採北部某醫療機構2001年1月至2006年12月之縱斷面資料進行迴歸分析，並於2007年3月間對該醫療機構之護理人員進行問卷調查，以了解人力資本所在環境對於護理人員離職傾向之影響。實證結果顯示：醫療機構投入之學習成本、護理人員服務年資、年齡、教育程度、職稱比率、已婚比率對護理人員離職率各有不同之顯著影響；本研究也同時發現護理人員對於醫療機構之工作環境及領導方式越滿意時，其離職傾向越低。研究結果可提供醫療機構管理當局如何降低護理人員離職率之參考。

The study discusses how monetary input, non-monetary characteristics andenvironment influence the turnover rate of nursing human capital. The data was datedfrom January 2001 through December 2006 and collected from a hospital in northernTaiwan. We also distributed a questioner to the nursing professions in that hospitalduring March 2007, and investigated how environmental characters influence theirseparation decision. The empirical evidence shows that the learning cost spend bythe hospital, and the nursing profession’s background characters would have variousinfluences on their turnover rate. Also, we found the higher the nursing professionsare satisfied with the working environment and leadership, the lower the turnover rate.The research result would provide suggestions to hospital management to lower theturnover rate.