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題名:醫院護理人員的工作流動研究
作者:扈克勛
作者(外文):KE-HSUN HU
校院名稱:國立高雄師範大學
系所名稱:工業科技教育學系
指導教授:孫仲山
學位類別:博士
出版日期:2013
主題關鍵詞:醫院護理人員工作流動工作偏好職業適應離職傾向離業傾向hospitalnursejob mobilityjob preferencevocational adaptationorganizational leaving intentionprofessional leaving intention
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摘 要
本研究主要目的為探討台灣醫院護理人員的工作流動概況、建構並驗證醫院護理人員的工作流動預測模型,並探討工作偏好、職業適應對離職傾向與離業傾向的預測效果,及不同背景變項對模型各路徑的干擾效果。
為完成研究目的,在全台各地立意抽樣1212位曾有轉換執業機構經驗的現職醫院護理人員為研究樣本分二階段進行資料收集。以第一階段的202位預試樣本進行自編量表發展,並藉由第二階段的1010位正式測試樣本進行工作流動現況調查的基本統計分析、測量模型驗證,及模型全等比較。
由工作流動現況調查發現:(1)薪資福利是工作流動的主要原因;(2)醫院護理人員有離鄉執業再返鄉服務的職涯發展現象;(3)在無法兼顧職業與家庭的雙重責任時,會選擇以家庭為主;(4)升學進修與學新技術是為護理職涯向上流動預作準備;(5)任職機構數是護理行政主管的重要職涯發展指標;(6)護理人員選擇以工作流動方式滿足階段性職涯需求;(7)護理人員薪資不受任職機構數影響;(8)現職年資、工作總年資,任職機構數可視為工作流動的動態平衡指標。
本研究建構的護理人員工作流動預測模型獲得觀察資料支持,結論如下:(1)工作偏好與職業適應有顯著正相關;(2)工作偏好對離職傾向有顯著正向影響、對離業傾向有顯著負向影響;(3)職業適應對離職傾向有顯著負向影響;(4)離職傾向會完全中介職業適應對離業傾向的影響;(5)任職機構數在工作偏好對離職傾向路徑具干擾效果;不同醫院層級在工作偏好對離業傾向路徑具干擾效果。
本研究依據研究結論提出建議,以供醫院經營者與未來研究者參考。
關鍵字:醫院、護理人員、工作流動、工作偏好、職業適應、離職傾向、離業傾向
ABSTRACT
The aim of study is to discuss Taiwan hospital-based nurse’s job mobility, to construct the prediction model by measuring the constructs of job preference, vocational adaptation to organizational and professional leaving intention, and exploring the moderation effect to the path of model from different background.
Total numbers of 1,212 hospital-based nurses who have changed their practice institutes are recruited with convenient sampling. Two stages data collection is applied. In the first stage, 202 samples are collected in the pretest study to exam the valid and reliability of the questionnaire; then in the second stage, 1010 samples are collected with formal questionnaire to exam job mobility, analyze demography, measure the model, and model invaricane.
The results of the difference analysis demonstrate (1) salary is the major reason to job mobility (2) carrier development of hospital-based nurses prefer to practice away from hometown and return afterward (3) family is chosen between job and family (4) continue education and learning new skills are the preparation for job promotion (5) total number of individual registration times for practice is the main indicator for administration position (6) nurse would like to choose job mobility to meet the present need of carrier (7) total number of individual registration times for practice doesn’t affect salary (8) current working years, total working years, the number of hospitals been employed are mobile indicators of job mobility.
The main result of the model shows (1) job preference shows positive correlation with vocational adaptation (2) job preference has a positive correlation with organizational leaving intention, but a negative correlation with professional leaving intention (3) vocational adaptation shows negative correlation with organizational leaving intention (4) organizational leaving intention is a mediator of vocational adaptation to professional leaving intention (5) total number of individual registration times for practice is a moderating variable of job preference to organizational leaving intention; different hospital levels moderate professional leaving intention.
The results of the study can be used as a reference for hospital managers and future researchers.
Key words:hospital, nurse, job mobility, job preference, vocational adaptation, organizational leaving intention, professional leaving intention
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