醫學中心護理人員離職傾向的預測與中介效果：從組織氣候到壓力因應行為

Abstract

員工是組織最重要的資產，一旦員工離職將使組織人力、財力和專業知識流失。護理人員佔醫院中員工比例最高的一群，人力的質與量將決定組織的表現，但其惡劣的工作環境與高離職率卻是時有所聞，處於競爭且動態的工作環境下，如何降低離職率是人資人員需面對的急迫性挑戰。有鑑於此，本研究使用問卷調查法，針對人力問題最急迫的手術室相關單位護理人員施測，探討組織氣候、工作壓力、壓力因應行為與離職傾向之間的影響差異。本研究共發放317份問卷，回收285份，有效樣本為271份，研究結果顯示改善組織氣候、工作壓力及壓力因應行為使用頻率能降低離職傾向，壓力因應行為不受組織氣候及工作壓力的影響，變項之間沒有中介效果。本研究結果可作為醫學中心護理人員擬定改善方案的參據，以利後續組織發展與改革。Employees are the most important assets of an organization. Once an employee leaves, it will lead to labor wastage, higher cost and professional knowledge loss of the organization. Nurses account for the highest proportion of employees in the hospital, and their quantity and quality will determine the organizational performance. However, the poor work environment and high turnover rate are well known. In a competitive and dynamic work environment, how to reduce the turnover rate is an urgent challenge for human resource specialists. In view of that, this study used questionnaire survey method and 317 nurses working in the operating rooms and related units where the most urgent manpower problem happens participated in the study. In order to investigate the relationships among organizational climate, work stress, coping behaviors and turnover intention, an analysis of structural equation modeling was conducted and showed that (1) improving the organizational climate, work stress and coping behaviors could reduce the turnover intention; (2) coping behaviors would not be affected by organizational and work stress; (3) there was no mediating effects between dimensions. The result of this study can be used as a reference for medical center to plan an improvement strategy and provide an overview for the development and change of organization.