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引文資料
題名:
A Study on Predicting the Turnover of Nursing Staff of Different Education Backgrounds: Using the Absorbing Markov Chain Method
書刊名:
品質學報
作者:
蔡孟娟
/
李亞玲
/
鍾碧姮
作者(外文):
Tsai, Meng-chuan
/
Li, Ya-ling
/
Chung, Pi-heng
出版日期:
2014
卷期:
21:6
頁次:
頁501-520
主題關鍵詞:
流動率
;
護理人員
;
教育程度
;
馬可夫鏈
;
Turnover
;
Nursing staff
;
Education
;
Markov chain
原始連結:
連回原系統網址
相關次數:
被引用次數:期刊(0) 博士論文(0) 專書(0) 專書論文(0)
排除自我引用:0
共同引用:
8
點閱:7
本研究應用吸收性馬可夫鏈,分別建立專科和大學教育背景之台灣護理人員流動率預測模式,模擬不同學歷護理人員停留於不同專業階段之人數、機率和停留時間,並以某大型區域醫院為實證模擬對象。研究結果顯示模式精準率高達94.35%至99.93%之間,且發現護理人員在晉升至N3級前,於N、N1、N2級停留時間過長,且由N2級晉升至N3級人數過少,導致N2級以下護理人員離職率過高。此外,發現大學學歷護理人員晉升時間較專科護理人員短2倍以上,但離職率卻是專科學歷護理人員之2倍。最後,本研究發現可提供相關行政管理單位與醫療機構,培育人才、制定不同職階之留任及晉級輔導措施之規劃參考。
以文找文
This study employed the Markov chain to establish a model to predict the turnover of nursing staff of different education backgrounds in Taiwan, which could simulate the number, probability and retention time of nursing staff of various professional levels. The simulation data of this study came from the nursing staff of a large hospital in Taiwan. According to the simulation results, the accuracy of the nursing staff turnover prediction model was up to 94.35~99.93%. The results suggested that, before being promoted to the N3 level, the average retention time of nursing staff was too long and the number of promotions was too small, resulting in an excessively high turnover rate of nursing staff below the N2 level. In addition the turnover rate of nursing staff with a university education background was higher than that of nursing staff with a junior college education. The research findings could provide medical institutions in Taiwan with a reference for the planning of retention and promotion counseling for nursing staff of various professional levels.
以文找文
期刊論文
1.
Cooper-Thomas, H. D.、Van Vianen, A.、Anderson, N.(2004)。Changes in Person-Organization Fit: The Impact of Socialization Tactics on Perceived and Actual P-O Fit。European Journal of Work and Organizational Psychology,13(1),52-78。
2.
Ahmad, K. Z.(2012)。The mediating effect of person-environment fit on the relationship between organisational culture and staff turnover。Asian Social Science,8(2),62-69。
3.
Chang, H.-C.、Liou, Y.-M.、Yen, A. M. F.、Chen, T. H.-H.(2008)。Projection of the supply of and demand for board-certified nephrologists for ESRD in Taiwan。Journal of Evaluation in Clinical Practice,14(2),305-315。
4.
Holness, K. S.、Drury, C. G.、Batta, R.(2006)。A systems view of personnel assignment problems。Human Factors and Ergonomics in Manufacturing,16(3),285-307。
5.
Kinstler, D. P.、Johnson, R. W.、Richter, A.、Kocher, K.(2008)。Navy Nurse Corps manpower management model。Journal of Health Organization and Management,22(6),614-626。
6.
Yaktin, U. S.、Azoury, N. B.-R.、Doumit, N. A. A.(2003)。Personal characteristics and job satisfaction among nursesin Lebanon。Journal of Nursing Adminstraction,33(7/8),384-390。
7.
Bjørk, I. T.、Hansen, B. S.、Samdal, G. B.、Tørstad, S.、Hamilton, G. A.(2007)。Evaluation of clinical ladder participation in Norway。Journal of Nursing Scholarship,39(1),88-94。
8.
駱俊宏、余幸宜、許秀月、戴宏達(20070300)。A Study of Role Stress, Organizational Commitment and Intention to Quit among Male Nurses in Southern Taiwan。The Journal of Nursing Research,15(1),43-53。
9.
Lin, C.-T.、Wang, S.-M.、Chiang, C.-T.(2001)。Manpower supply and demand of ocean deck officers in Taiwan。Maritime Policy & Management: The Flagship Journal of International Shipping and Port Research,28(1),91-102。
10.
Girot, E. A.(1993)。Assessment of competence in clinical practice: a phenomenological approach。Journal of Advanced Nursing,18(1),114-119。
11.
Riley, J. K.、Rolband, D. H.、James, D.、Norton, H. J.(2009)。Clinical ladder: nurses' perceptions and satisfiers。The Journal of Nursing Administration,39(4),182-188。
12.
Tai, T. W.、Bame, S. I.、Robinson, C. D.(1998)。Review of nursing turnover research, 1977-1996。Social Science Medical,47(12),1905-1924。
圖書
1.
Mahoney, T. A.、Milkovich, G. T.(1972)。Internal Labor Markets: An Empirical Investigation。Minneapolis:Industrial Relations Center, Minnesota University。
其他
1.
American Health Care Association(2008)。2007 AHCA survey nursing staff vacancy and turnover in nursing facilities,http://www.ahcancal.org/research- _data/staffing/Documents/Summary_Vacancy_Turnover_Survey2007.pdf。
2.
Taiwan Nurses Association(2010)。The guild of nursing staff in clinical ladder system,http://www.twna.org.tw/ frontend/un10_open/welcome.asp。
3.
The National Union of Nurses' Associations, R.O.C.(201111)。The statistics and lists of nurses,http://www.nurse.org.tw/DataSearch/Manpower.aspx。
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