加護病房基層護理人員授權賦能與工作滿意度及組織承諾之關係

The Relationships between Empowerment, Organizational Commitment, and ICU Nurses' Job Satisfaction

10.29494/LN.200912.0005

羅櫻桃(Ying-Tao Lo)；薛雅雯(Ya-Wen Hsueh)；蔡宛蓉(Wan-Jung Tsai)；高曉雲(Hsiao-Yun Kao)；黃金蓮(Chin-Lien Huang)；胡百敏(Pai-Min Hu)

加護病房 ； 護理人員 ； 授權賦能 ； 工作滿意度 ； 組織承諾 ； intensive care unit ； nurses ； empowerment ； job satisfaction ； organizational commitment

領導護理

10卷3期（2009 / 12 / 01）

39 - 53

繁體中文

在各方因素衝擊之下，醫療機構對護理人員工作內容的要求與期許產生劇烈的影響，進而影響護理人員的工作滿意度;當護理人員的工作滿意度降低時，會影響病人的照護品質及醫院形象，甚至可能帶來更嚴重的負面反應。研究發現，工作滿意度是留任意顧的關鍵因素，若管理階層能適時關心護理人員需求，提出激勵策略，提升護理人員工作滿意度，增加護理人員投入護理專業的意顧，可使護病之間關係良好，進而提升整體照護品質。本研究主要目的即在探究綜合科加護病房護理人員的心理與組織的授權賦能、工作滿意度與組織承諾之現況及其間的關係。本研究於2008年4月於一所區域醫院加護病房進行自填問卷調查。調查結果發現，整體工作滿意度受到自我實現、單位主管、工作前景、薪資福利以及自我效能之影響；留任意願及資源與支持兩個構面則對離職意顧有影響；同時，影響工作滿意度及離職意顧的因素會因學歷不同而有差異。

Due to the impacts of different aspects, healthcare organizations have increased their expectations of nurses' daily work, which have influenced nurses' job satisfaction. When nurses' job satisfaction is low, it causes poor quality of patient care and a poor hospital image. Moreover, further negative outcomes may result. Research findings indicated that job satisfaction was the key factor to employees' retention. If administrators can examine the nursing staffs demands and initiate incentive strategies, they will promote nurses' job satisfaction and their willingness to engage in the nursing profession; thereafter, they will improve their relationship with patients and promote integral quality of care. The main purpose of this study was to explore the relationships between organizational empowerment and ICU nurses' psychological response, and between organizational commitment and ICU nurses' job satisfaction. A self-answered questionnaire was completed by each ICU nurse of a regional teaching hospital in April, 2008. The survey results revealed that overall job satisfaction was influenced by self-implementation, organizational commitment, career prospect, salary/welfare, and self-efficacy. Both the willingness to retain and the organizational resources support influenced the staffs decision to leave the job. The differences in educational background affected job satisfaction and the intention of leaving a job at different levels.

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