新生兒加護病房預期醫護人員流動與工作壓力之研究

A Related of Staff Members' Anticipated Turnover and the Degree of Job Stress in the Neonatal Intensive Care Unit

本研究目的是耍了解新生兒加護病房預期醫護人員流動與王作壓力之闡係。摔橫斷式描述性關係性研究，以自模之結構式開卷收集台灣地區北、中、南10家新生兒科會11錄中心及2家區域醫院381位新生兒加護病房醫護人員且作壓力相關資料。結果發現，預期醫護人員的流動在14%-31%左右;工作壓力分數平均3.11分(壓力很大為5分)，醫護人員的壓力在中度以上，醫師壓力最大的原因是工作負荷過大及無法兼顧到家庭，護理人員則是書寫專業報告及在職進修;年輕實淺的醫護人員慮到五作壓力較大:壓力會影響人員的預期流動，最主要的因素可能典王作與家庭無法兼顧造成的角色街突有關﹒

To identify the degree of staff members' job stresses in NICU and the relationshipbetween stresses and anticipated turnover. Method: This is a cross sectionaldescriptive research design. A self-made questionnaire was sent to ten medical neonataltraining centers and two local hospitals in Taiwan and 381 medical staff completedthe questionnaire. Result: The staff anticipated turnover rate was about 14-31%.The degree of staff members' job stress score was 3.11 (the highest stress score being5) . The most stresful item of doctors was heavy work-load, which left them withno time to spend with their own family. The most stress items of nurses were writingskill of reports and the stress of in-service education in school. Staff members wereyounger and had less working experienced were more job stress. Job stress couldpredict anticipated turnover. The main reason for turnover may be related to theconflict between the work and the family.