護理人員職涯發展、職涯發展方案、工作滿意度與留任意願之探討

Relationships Among Nurses' Career Development, Career Development Program, Job Satisfaction, and Retention

10.6142/VGHN.202309_40(3).0006

張美玉(Mei-Yu Chang)；張碧華(Pi-Hua Chang)

職涯發展 ； 職涯發展方案 ； 工作滿意度 ； 留任意願 ； career development ； career development program ； job satisfaction ； retention

榮總護理

40卷3期（2023 / 09 / 01）

270 - 280

繁體中文;英文

護理照護人力短缺是全球性健康照護人力的重要議題，職涯發展方案是機構提供護理人員職涯發展的機會，以促進工作滿意度及留任意願。本研究目的為護理師職涯發展、職涯發展方案、工作滿意度及留任意願之探討。研究方法採橫斷式相關性研究設計，研究對象為中部某醫學中心到職滿3個月護理師，以google表單進行問卷調查，抽樣572位。實際完成問卷調查有517份，回收率90.4%。結果顯示職涯發展、職涯發展方案、工作滿意度及留任意願的相關因素，有年齡、工作總年資、教育程度、婚姻狀態、三班輪值、護理專業能力進階、繼續留任意願，性別、負擔家庭經濟會影響留任意願。職涯發展中主觀感受處於適應探索、學習成長及專業成長階段分別與職涯發展方案、工作滿意度及留任意願呈正相關，挫折衰退與職涯發展方案（r=-0.26,p<.01）、工作滿意度（r=-0.26,p<.01）及留任意願（r=-0.41,p<.01）呈負相關，穩定遲滯則與留任意願呈負相關。護理主管因應快速變遷及人力缺乏的勞動環境，建議考量護理師的職涯發展，提供職涯發展方案，提升護理師對工作滿意度，有助於護理師留任意願。

Nursing shortage is a serious problem in global health care. Career development program offers an opportunity for organizations to assist nursing staffs' career development to promote their job satisfaction and willingness to stay. This study explored the relationships among career development, satisfaction with career development programs, job satisfaction, and retention from nurses' perspectives. It adopted a cross-sectional research design. The study recruited nurses who had been employed over 3 months at a medical center in central Taiwan. An online questionnaire survey was conducted (Google form), and 572 responses were collected. A total of 517 participants completed the questionnaires with a response rate of 90.4%. The factors related to career development, satisfaction with the career development program, job satisfaction, and retention included age, total working years, educational level, marital status, shift pattern, clinical nursing professional ladder position, and willingness to stay. Gender and family financial burden affected the participants' willingness to stay. Adaptive exploration, learning growth, and professional growth were positively correlated with satisfaction of career development programs, job satisfaction, and willingness to stay, respectively. Frustration recession was negatively correlated with satisfaction of career development program (r=-0.26, p< .01), job satisfaction (r=-0.26, p< .01), and willingness to stay (r=-0.41, p< .01).Stability but stagnant was negatively correlated with willingness to stay (r= -0.12, p< .01). In response to the rapidly changing and manpower-scarce working environment, senior nursing executive and policy makers could consider nurses' career development and provide individual career development programs to improve nurses' job satisfaction and retention.

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