公共衛生護理人員員工充能對社區導向照護能力影響之研究
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Date
2008-03-01
Authors
張麗春
劉潔心
晏涵文
陳敏麗
Journal Title
Journal ISSN
Volume Title
Publisher
臺北市 ： 臺灣護理學會
Abstract
本研究主要目的是探討公共衛生護理人員員工充能與社區照護能力的現況，並進一步分析員工充能對社區照護能力之影響。採橫斷式研究，利用郵寄問卷方式，收集北部6個縣市轄內之公共衛生護理人員之員工充能與社區照護能力等資料。共郵寄670份問卷，回收576份問卷，回收率為85.9%。研究對象以公衛護士為多，員工充能對於社區照護能力的預測力達32-34%，預測公共衛生護理人員之社區照護能力之因子包括：心理充能之自我效能、自主、影響、組織充能之機會與資源。其中組織充能與心理充能之自主向度同時存在時，自主向度對於社區照護能力呈現負向影響。建議可藉由提升員工充能增進公共衛生護理人員之社區照護能力，在組織充能提升時，必須注意心理充能的自主感受，以避免對社區照護能力有反向影響。本研究之結果有助於未來設計社區照護教育訓練之參考。
The aim of this study was to analyze the impact of employee empowerment on competence in community-oriented care among public health nurses (PHNs). Structured Questionnaires were used to collect data by post. Purposive sampling was conducted by six health bureaus in northern Taiwan. Six hundred and seventy PHNs were approached and 576 valid questionnaires were collected, a response rate of 85.9%. The majority of respondents were public health nurses. Employee empowerment was a vital predictor of competence in community-oriented care for PHNs, accounting for 32 to 34% of variances. As regards psychological empowerment, self-efficacy, autonomy, and impact subscales were predictors of competence in community-oriented care, and, as regards organizational empowerment, opportunity and resources subscales were predictors of such competence. When the two variables were added simultaneously to the hierarchical regression model, a negative relationship was identified between the autonomy of psychological empowerment and competence in community-oriented care. The results of this study might serve as a reference in the design of training programs on community-oriented care for PHNs.
The aim of this study was to analyze the impact of employee empowerment on competence in community-oriented care among public health nurses (PHNs). Structured Questionnaires were used to collect data by post. Purposive sampling was conducted by six health bureaus in northern Taiwan. Six hundred and seventy PHNs were approached and 576 valid questionnaires were collected, a response rate of 85.9%. The majority of respondents were public health nurses. Employee empowerment was a vital predictor of competence in community-oriented care for PHNs, accounting for 32 to 34% of variances. As regards psychological empowerment, self-efficacy, autonomy, and impact subscales were predictors of competence in community-oriented care, and, as regards organizational empowerment, opportunity and resources subscales were predictors of such competence. When the two variables were added simultaneously to the hierarchical regression model, a negative relationship was identified between the autonomy of psychological empowerment and competence in community-oriented care. The results of this study might serve as a reference in the design of training programs on community-oriented care for PHNs.