手術室護理人員職場疲勞之相關性研究

The Study of Occpational Burnout for Staff Nurses Working in Operating Room

本研究主要以是探討手術室護理人員職場疲勞之研究，以橫斷式研究設計，採用「中文版職場疲勞量表」為工具，以問卷調查法採方便取樣，針對醫療體系的手術室護理人員為對象，收案時間為2018年3月1日前到職6個月以上手術室護理人員，共發出210份問卷，剃除填答不完整及資料不齊全的問卷，有效問卷為176份，回收率為83.8%。研究結果：職場疲勞各構面得分最高為「個人疲勞」、依次為「工作疲勞」、「工作過度投入」、「對服務對象感到疲倦」。以人口學屬性與職場疲勞差異分析：年齡、工作年資在工作疲勞及對服務對象感到疲勞構面是有顯著差異；在工作職稱與工作過度投入構面有顯著差異；薪資收入與對服務對象感到疲勞構面是有顯著差異的；而自覺工作壓力與自覺職場疲勞則與個人疲勞、工作疲勞、整體職場疲勞構面是有顯著差異。所以大部分手術室護理人員對於工作環境所造成疲勞，都有較高的認同感。期望藉此研究將手術室工作環境、專業上複雜度等做一詳盡探討及描述，對於工作內容、流程、及業務範圍、人力編製能重新審視並改善；手術室護理人員對於目前職場環境能即時反映，而管理者能即時發現及適時調整，增加護理人員對工作穩定性，以營造出高效能護理環境。 This study mainly discuss the condition of occupational burnout among operating room nurse and then performs a cross-sectional study. By using research tools, ''Workplace Fatigue Scale'' compiled by scholars, I conduct the survey with operating room nurses as the object of the research, which uses questionnaire survey procedure and convenience sampling method and collect 176 valid samples, the effective response rate was 83.8%. In addition, the samples are restricted to those who have been employed for more than 6 months before March 1st, 2018. The result indicate: In the aspect of occupational burnout , ''personal exhaustion'' gets the highest score followed by ''work exhaustion'', ''work engagement'', and ''feeling tired about the patients''. By the analysis of indicators relationship, there are significant differences between ''age'', ''seniority'', ''income'' to the ''feeling tired of the patients'' factor. Furthermore, there is a significant difference between ''job title'' and ''excessive work''. Finally, there are significant differences between ''self-assessment of work stress and occupational burnout'' to the ''personal fatigue'', ''work fatigue'' factors. It is hoped that this study will make a detailed discussion and description of the operating environment and professional complexity of the operating room. It can re-examine and improve the work content, process, and scope of business and manpower; the operating room nurses can immediately Reflect, and managers can immediately find and adjust in time to increase the stability of nursing staff to create a high-performance care environment.