護理人員留任意願之相關因素探討：護理工作環境與性格特質的交互作用

Factors related to nurses' intentions to stay: the interaction between nurses' work environment and personality traits

10.6288/TJPH.201902_38(1).107082

曾旭民(HSU-MIN TSENG)；陳慧玲(HUI-LING CHEN)；莊月娥(YUEH-O CHUANG)；黃瑋婷(WEI TING HUANG)

留任意願 ； 護理工作環境 ； 五大性格 ； 職場壓力 ； retention intention ； nursing work environment ； big five personality ； work stress

台灣公共衛生雜誌

38卷1期（2019 / 02 / 22）

42 - 52

繁體中文

目標：全球化護理人員短缺已成為健康照護領域重要的課題。雖然有相當多的研究探討護理人員留任的相關課題，但多數研究大多關注於組織政策或個別護理人員的態度等相關因素，較少針對個體與環境交互作用之影響。本研究的主要目的乃依據個人與環境互動的理論架構，了解影響護理人員留任意願之相關因素，並特別著重於臨床工作環境、性格特質與其交互作用。方法：採橫斷式問卷調查研究設計，取樣北部某醫學中心之正職護理人員，研究工具包括基本與工作相關特質、護理工作環境、五大性格、護理職場壓力、與留任意願等量表。結果：本研究有效回收170份。階層迴歸分析結果顯示，工作環境與護理留任意願具顯著關係，而性格特質中之情緒穩定性對工作環境中的工作量合理性構面因素與留任意願之顯著關係具有交互效果。結論：研究結果能提供醫院重要的應用價值，護理管理者應考量採用差異化人力資源管理策略，依據不同性格特質進行工作特性安排的適配性，進而提升護理人員留任意願。

Objectives: The current worldwide nursing shortage represents a major problem for the health sector. Despite extensive investigation into predictors of nurses' intention to stay, most studies have focused on the attitudinal and organizational aspects concerning individual nurses. This study, however, employed a framework of person-environment interactions as the basis for an investigation of the interaction effects of personal (i.e., Big Five personality traits) and contextual factors (i.e., perceived practice work environment) on nurses' intentions to stay. Methods: A cross-sectional survey was conducted on registered nurses at a medical center in northern Taiwan. The nurses completed a questionnaire with items covering demographics and the following topics: work, Big Five personality traits, work environment, work stress, and intention to stay. Results: One hundred seventy nurses completed the questionnaire. Hierarchical regression analysis results indicated that the nurses' intentions to stay were largely influenced by how they perceived their work environment as well as the interaction between perceived workload and the emotional stability personality trait. Conclusions: This study's findings have critical implications for hospitals because they can be used to promote an effective work environment using differential human resource strategies to reduce nursing turnover.

1. 林瑜雯, YW,莊子萱, TH,劉曦宸, HC,陳韻柔, YJ,陳富莉, FL(2011)。從醫療職場工作特質探討醫院護理長與臨床護理人員之工作壓力源。台灣衛誌，30，245-256。
   連結：
2. 鄧景宜, CI,曾旭民, HM,李怡禎, IC,游朝舜, CS(2011)。“International English Big-Five Mini-Markers”之繁體中文版量表發展。管理學報，28，579-600。
   連結：
3. 顧艷秋, YC(2015)。推動護理職場正向工作環境。源遠護理，9，12-18。
   連結：
4. Bakker, AB,Van Der Zee, KI,Lewig, KA,Dollard, MF(2006).The relationship between the big five personality factors and burnout: a study among volunteer counselors.J Soc Psychol,146,31-50.
5. Buchan, J,O’May, F,Dussault, G(2013).Nursing workforce policy and the economic crisis: a global overview.J Nurs Scholarsh,45,298-307.
6. Chan, ZC,Tam, WS,Lung, MK,Wong, WY,Chau, CW(2013).A systematic literature review of nurse shortage and the intention to leave.J Nurs Manag,21,605-613.
7. Duchscher, JE(2009).Transition shock: the initial stage of role adaptation for newly graduated registered nurses.J Adv Nurs,65,1103-1113.
8. Galletta, M,Portoghese, I,Penna, MP,Battistelli, A,Saiani, L(2011).Turnover intention among Italian nurses: the moderating roles of supervisor support and organizational support.Nurs Health Sci,13,184-191.
9. Halfer, D,Graf, E(2006).Graduate nurse perceptions of the work experience.Nurs Econ,24,150-155.
10. Hamaideh, SH(2011).Burnout, social support, and job satisfaction among Jordanian mental health nurses.Issues Ment Health Nurs,32,234-242.
11. Hewko, SJ,Brown, P,Fraser, KD,Wong, CA,Cummings, GG(2015).Factors influencing nurse managers’ intent to stay or leave: a quantitative analysis.J Nurs Manag,23,1058-1066.
12. Kaiser, HF(1974).An index of factor simplicity.Psychometrika,39,31-36.
13. Kristof-Brown, AL,Zimmerman, RD,Johnson, EC(2005).Consequences of individual's fit at work: a meta-analysis of person-job, person-organization, person-group, and person-supervisor fit.Pers Psychol,58,281-342.
14. Lim, J,Bogossian, F,Ahern, K.(2010).Stress and coping in Australian nurses: a systematic review.Int Nurs Rev,57,22-31.
15. Lo, WY,Chien, LY,Hwang, FM,Huang, N,Chiou, ST(2018).From job stress to intention to leave among hospital nurses: a structural equation modelling approach.J Adv Nurs,74,677-688.
16. Nesje, K(2016).Personality and professional commitment of students in nursing, social work, and teaching: a comparative survey.Int J Nurs Stud,53,173-181.
17. Rathi, N,Lee, K(2016).Emotional exhaustion and work attitudes: moderating effect of personality among frontline hospitality employees.Int J Hum Res Hosp Tour,15,231-251.
18. Riggio, RE,Taylor, SJ(2000).Personality and communication skills as predictors of hospice nurse performance.J Bus Psychol,15,351-359.
19. Rondeau, KV,Wagar, TH(2016).Human resource management practices and nursing turnover.J Nurs Educ Pract,6,101.
20. Shimp, KM(2017).Systematic review of turnover/retention and staff perception of staffing and resource adequacy related to staffing.Nurs Econ,35,239-258.
21. Skillman, SM,Palazzo, L,Hart, LG,Keepnews, D(2010).The characteristics of registered nurses whose licenses expire: why they leave nursing and implications for retention and re-entry.Nurs Econ,28,181-189.
22. Swiger, PA,Patrician, PA,Miltner, RSS,Raju, D,Breckenridge-Sproat, S,Loan, LA(2017).The practice environment scale of the nursing work index: an updated review and recommendations for use.Int J Nurs Stud,74,76-84.
23. Takase, M,Maude, P,Manias, E(2005).Nurses’ job dissatisfaction and turnover intention: methodological myths and an alternative approach.Nurs Health Sci,7,209-217.
24. Thompson, ER(2008).Development and validation of an international English Big-Five Mini-Markers.Pers Indiv Differ,45,542-548.
25. Twigg, D,McCullough, K(2014).Nurse retention: a review of strategies to create and enhance positive practice environments in clinical settings.Int J Nurs Stud,51,85-92.
26. Wang, PH,Ku, YC,Chen, CC,Jeang, SR,Chou, FH(2016).Work-related frustration among senior nurses at a medical centre.J Clin Nurs,25,2040-2051.
27. Zhao, H,Seibert, SE,Lumpkin, GT(2010).The relationship of personality to entrepreneurial intentions and performance: a meta-analytic review.J Manag,36,381-404.
28. Zhao, P,Chen, FJ,Jia, XH,Lv, H,Cheng, PP,Zhang, LP(2013).The validation and application of the Chinese version of perceived nursing work environment scale.J Clin Nurs,22,1827-1832.
29. 中華民國護理師護士公會全國聯合會：台閩地區護理人員統計表─107年9月。http://www.nurse.org.tw/publicUI/H/H10201.aspx?arg=8D611AB37B11EE4058。引用2018/8/11。 Taiwan Union of Nurses Association (TUNA). Statistics on the number of nursing staff in the Taiwan and Fukien Area (September 2018). Available at: http://www.nurse.org.tw/publicUI/H/H10201.aspx?arg=8D611AB37B11EE4058. Accessed August 11, 2018. [In Chinese]
30. 潘依琳, IL,張媚, Chang, M(1998)。醫院護理人員之工作特性、成就動機對工作投入、工作滿足、與留職意願之影響。中華衛誌，17，48-58。
31. 蔣秀容, SR,王珮珩, PH(2018)。資深護理人員情緒穩定性人格特質與工作挫折之研究—以南台灣某醫學中心為例。高雄護理雜誌，35，14-29。
32. 蔡淑妙, SM,盧美秀, MS(1998)。護理人員生涯發展及其與留任意願相關性之研究。護理研究，6，96-108。
33. 簡菁燕, CY,吳明隆, ML(2014)。醫院護理人員人格特質、正向情緒與工作適應之相關研究—以高屏地區為例。新台北護理期刊，16，5-15。

1. 張美玉(Mei-Yu Chang);王素秋(Su-Chiu Wang);施錦珠(Jiin-Ju Shy);張碧華(Pi-Hua Chang)(2021)。領導型態、工作投入、破壞性行為對手術室護理人員留任意願的影響。榮總護理。38(3)。279-289。