臨床護理主管工作倦怠與工作壓力、工作－家庭衝突之相關性探討

Work Stress and Work-Family Conflict Contribute to Nurse Managers' Job Burnout from a Correlational Study

10.6540/NTJN.201909_21(2).0003

胡怡君(Yi-Chun Hu)；林碧珠(Pi-Chu Lin)；張育愷(Yu-Kai Chang)；侯文萱(Wen-Hsuan Hou)；郭淑瑜(Shu-Yu Kuo)；林姸妙(Yen-Miao Lin)；董道興(Tao-Hsin Tung)；陳淑如(Su-Ru Chen)

護理主管 ； 工作壓力 ； 工作－家庭衝突 ； 工作倦怠 ； nurse manager ； work stress ； work-family conflict ； job burnout

新臺北護理期刊

21卷2期（2019 / 09 / 01）

27 - 38

繁體中文

背景：護理主管出現工作倦怠不僅影響臨床照護品質及工作績效，甚至離職，對醫院機構是一損失，故了解護理主管的工作倦怠是必要的，然有關工作壓力、工作－家庭衝突與護理主管工作倦怠的相關性為何，過去研究所知有限，因此，本研究旨在探討護理主管工作倦怠與工作壓力、工作－家庭衝突的相關性。方法：採橫斷式相關性研究設計，採立意取樣，以北部教學醫院之護理主管為對象，研究工具包括工作倦怠量表、工作壓力量表及工作－家庭衝突量表，以獨立樣本t檢定、單因子變異數分析（ANOVA）比較基本屬性與工作倦怠之差異，另以皮爾森相關係數（pearson correlation）分析護理主管工作壓力、工作-家庭衝突與工作倦怠間之相關性，並以多元逐步迴歸分析（multiple stepwise regression analysis）探討影響工作倦怠之預測因子。結果：共313位護理主管參與，年齡、教育程度、護理職稱與工作倦怠達統計之顯著差異（p＜0.01）。工作壓力、工作－家庭衝突與工作倦怠呈顯著正相關（p＜0.001），年齡、工作壓力、工作－家庭衝突為影響工作倦怠之預測因子（p ＜ 0.001）。結論與建議：護理主管工作壓力、工作－家庭衝突可能導致工作倦怠，醫院主管宜協助創造健康的工作環境，使降低護理主管的工作壓力及工作－家庭衝突，有助於降低護理主管工作倦怠。

Background: When nurse managers suffer from work burnout, the quality of clinical care and their work performance can be seriously affected. Additionally, their intention to leave the job increases, leading to a great loss for the hospital. Therefore, understanding the causes of nurse managers' burnout is critically needed. Given that the intricate correlations among work stress, work-family conflict, and job burnout have not been extensively studied in the past, the study aims to explore the correlation among work stress, work-family conflict, and job burnout. Methods: This is a cross-sectional design by using a purposive sampling. Nurse managers working in teaching hospitals in the northern part of Taiwan were recruited. Data included work stress scale, work-family conflict scales, and job burnout. Independent- t test and one-way ANOVA were used to test the differences between demographic variables and job burnout. Pearson correlation was used to detect the correlations among work stress, work-family conflict, and job burnout. Multiple stepwise regression analysis was used to detect the predictors for job burnout. Results: A total of 313 subjects were recruited for the analysis. We identified that the variables including age, education level, and job positions are positively correlated with nurse managers' job burnout level (p ＜.01). We also found strong positive correlations among work stress, job burnout, and work-family conflict (p ＜.001). Age, work stress, and work-family conflict appear to be the predictors of nurse managers' job burnout (p ＜.001). Conclusions and recommendations: The results of this study show that work stress and work-family conflict have a significant impact on nurse managers' job burnout level. Therefore, implementing the strategies to reduce nurse managers' work stress and work-family conflict can help lower their job burnout level.

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