照顧服務員證照於護理學生與護理人員職涯留任之潛在角色與策略意涵

Potential Roles and Strategic Implications of Certificate of Technician for Caring Service (Single Level) in the Career Retention of Nursing Students and Nurses

在全球護理人力持續短缺的背景下，臺灣亦快速邁入高齡社會，對護理與照顧服務人力產生迫切且持續增加的需求。依據內政部統計，截至2025年我國65歲以上人口已占總人口20.06%，接近超高齡社會標準（內政部，2026），隨著長期照護與醫療照護需求持續攀升，護理人力之供需失衡問題日益嚴峻。護理職涯發展歷程中存在多個關鍵且易中斷之轉銜節點。護理人力之留任策略已由傳統聚焦於在職期間，擴展至涵蓋在學培育、畢業轉銜及入職適應等不同職涯發展階段。如何有效降低各職涯階段之人力流失，已成為醫療與照護政策的重要議題。本文探討照顧服務員單一級技術士技能檢定證照如何提升護理學生的臨床準備度，為尚未執業的護理畢業生提供替代性就業途徑與專業認同的延續，並作為新進護理人員於職涯初期適應階段的過渡性支持機制。文獻顯示，護理師與照顧服務員在法規定位、證照制度與培訓重點上具明顯分工，照顧服務員訓練聚焦於生活照顧、環境安全與支持性服務，與護理專業形成互補。實務觀察亦指出，照顧服務員已成為醫院與長照場域中穩定的支持性人力。整體而言，照顧服務員證照可作為護理職涯中的過渡性與緩衝性工具，協助部分人員在不同階段維持與照護體系的連結，提升人力韌性，但不宜被視為解決護理人力流失的單一解方。本文建議，未來政策應從整體照護體系角度，強化教育端、證照制度與職涯銜接機制的整合，將長照與醫療場域視為護理人力培育與留任的重要支撐，以回應護理人力流失的結構性挑戰。

Amid a persistent global nursing workforce shortage, Taiwan is rapidly transitioning into a super-aged society, intensifying the demand for nursing and long-term care personnel. According to statistics from the Ministry of the Interior (2026), the population aged 65 and above accounted for 20.06% of the total population in 2025, approaching the threshold of a super-aged society.
With the continuous rise in long-term care and healthcare needs, the imbalance between the supply and demand of nursing manpower has become increasingly severe. Nursing career development involves multiple critical transition points that are vulnerable to disruption. Accordingly, retention strategies have expanded beyond a traditional focus on in-service nurses to encompass various career stages, including pre-licensure education, post-graduation transition, and early career adaptation. Reducing workforce attrition across these stages has thus become an important issue in healthcare and care policy.
This article explores how Certificate of Technician for Caring Service (Single Level) / nurse aide certification may enhance clinical readiness among nursing students, provide alternative employment pathways and professional identity continuity for nonpracticing nursing graduates, and serve as a transitional support mechanism for newly employed nurses during early career adaptation. Literature indicates that nurses and nurse aides have distinct divisions of labor regarding legal positioning, certification systems, and training focuses. Nurse aide training concentrates on daily life care, environmental safety, and supportive services, which complement the nursing profession. Practical observations also suggest that nurse aides have become a stable supportive workforce in both hospital and long-term care settings. Overall, the Certificate of Technician for Caring Service (Single Level)/ nurse aide certification can serve as a transitional and buffering tool within a nursing career, helping nursing students, non-practicing nursing graduates, and newly employed nurses maintain their connection to the care system at various stages and enhancing manpower resilience. However, it should not be viewed as a standalone solution to nursing attrition. This article suggests that future policies should adopt a holistic care system perspective to strengthen the integration of education, certification systems, and career transition mechanisms. By positioning long-term care and medical settings as vital supports for the cultivation and retention of nursing staff, the structural challenges of nursing manpower loss can be more effectively addressed.