護理人員對護理工作認知與離職傾向之探討

Exploring the Attitudes of Nursing Staffs toward Job Perception and Turnover Intention

10.6288/TJPH2006-25-03-02

陳國瑚(Kuo-Hu Chen)；陳麗如(Li-Ru Chen)；蘇喜(Syi Su)

護理工作認知 ； 離職傾向 ； job perception of nursing ； turnover intention

台灣公共衛生雜誌

25卷3期（2006 / 06 / 01）

177 - 188

繁體中文

Objective: The objective of this research was to explore the attitudes of nursing staffs toward job perception and turnover intention, and to find the relationship among demographic factors, job factors, job perception and turnover intention of nursing staff. Methods: Nursing staff from the regional and district hospitals in Taipei county were enrolled in the survey by self-administered questionnaire. 1767 responses were received resulting in a response rate of 61.6% Results: Reports of ANOVA revealed that turnover intention varied significantly according to job factors and to demographic factors including schooling, age, gender and marital status. Results of stepwise multiple regression indicated that demographic factors, job factors and job perception were all important predictors of turnover intention of nursing staff (Adjust R^2=0.771, F=139.105, p＜0.001). Job perception was a negative predictor of turnover intention, also meaning that higher job perception yielded a lower turnover intention. Conclusions: Managers of hospitals should promote positive job perception of nursing staff, especially those new employees with higher withdraw rates, to reduce turnover intention. This can be achieved by strengthening nursing identity, promoting people interaction, and improving organizational circumstances. This study may serve as a reference and utility for nursing practitioners and medical managers who focus on researching or solving this problem.

Objective: The objective of this research was to explore the attitudes of nursing staffs toward job perception and turnover intention, and to find the relationship among demographic factors, job factors, job perception and turnover intention of nursing staff. Methods: Nursing staff from the regional and district hospitals in Taipei county were enrolled in the survey by self-administered questionnaire. 1767 responses were received resulting in a response rate of 61.6% Results: Reports of ANOVA revealed that turnover intention varied significantly according to job factors and to demographic factors including schooling, age, gender and marital status. Results of stepwise multiple regression indicated that demographic factors, job factors and job perception were all important predictors of turnover intention of nursing staff (Adjust R^2=0.771, F=139.105, p＜0.001). Job perception was a negative predictor of turnover intention, also meaning that higher job perception yielded a lower turnover intention. Conclusions: Managers of hospitals should promote positive job perception of nursing staff, especially those new employees with higher withdraw rates, to reduce turnover intention. This can be achieved by strengthening nursing identity, promoting people interaction, and improving organizational circumstances. This study may serve as a reference and utility for nursing practitioners and medical managers who focus on researching or solving this problem.

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