新生兒加護病房預期醫護人員流動與工作壓力之研究

A Related Survey of Staff Members' Anticipated Turnover and the Degree of Job Stress in the Neonatal Intensive Care Unit

10.6142/VGHN.22.2.139

張和美(Ho-Mei Chang)；陳昭惠(Chao-Huei Chen)；藍麗美(Lee-Mei Lan)

新生兒加護病房 ； 醫護人員 ； 預期人員流動 ； 工作壓力 ； neonatal intensive care unit ； staff members ； anticipated turnover ； job stress

榮總護理

22卷2期（2005 / 06 / 01）

139 - 148

繁體中文

本研究目的是要了解新生兒加護病房預期醫護人員流動與工作壓力之關係。採橫斷式描述性關係性研究，以自擬之結構式問卷收集台灣地區北、中、南10家新生兒科訓練中心及2家區域醫院381位新生兒加護病房醫護人員工作壓力相關資料。結果發現，預期醫護人員的流動在14%-31%左右；工作壓力分數平均3.11分（壓力很大爲5分），醫護人員的壓力在中度以上，醫師壓力最大的原因是工作負荷過大及無法兼顧到家庭，護理人員則是書寫專業報告及在職進修；年輕資淺的醫護人員感到工作壓力較大；壓力會影響人員的預期流動，最主要的因素可能與工作與家庭無法兼顧造成的角色衝突有關。

To identify the degree of staff members' job stresses in NICU and the relationship between stresses and anticipated turnover. Method: This is a cross sectional descriptive research design. A self-made questionnaire was sent to ten medical neonatal training centers and two local hospitals in Taiwan and 381 medical staff completed the questionnaire. Result: The staff anticipated turnover rate was about 14-31%. The degree of staff members' job stress score was 3.11 (the highest stress score being 5). The most stresful item of doctors was heavy work-load, which left them with no time to spend with their own family. The most stress items of nurses were writing skill of reports and the stress of in-service education in school. Staff members were younger and had less working experienced were more job stress. Job stress could predict anticipated turnover. The main reason for turnover may be related to the conflict between the work and the family.