台灣中部之區域教學醫院手術室護理人員之工作壓力及其工作滿意度相關性研究

A Study of Job Stress, and Job Satisfaction for Nurses in the Operating Room of Regional Teaching Hospitals

10.30145/STJHMNJ.201006.0003

林素鉁(Cecilia Lin)；陳重光(Chung-Kuang Chen)；黃莉珍(Li-Cheng Huang)；侯東旭(Tung-Hsu Hou)

手術室 ； 工作壓力 ； 工作滿意度 ； operating room ； job stress ； job satisfaction

若瑟醫護雜誌

4卷1期（2010 / 06 / 01）

15 - 34

繁體中文

背景及目的：本研究的目的為探討手術室護理人員之工作壓力、工作滿意度及個人屬性與工作壓力、工作滿意度間的差異性與相關性，提供醫院管理者作為改善現行手術室護理人員工作壓力、提高工作滿意度、促進病患安全的參考。方法：本研究以雲林縣、嘉義縣之區域教學醫院手術室護理人員99位為研究對象，採Likert量表進行結構性問題測量。問卷資料以平均值、標準差、t檢定、單因子變異數分析、積差相關等統計方式進行分析。結果：研究結果發現： 一、成受程度最高的工作壓力源類別為病患安全，以人際關係最低。 二、成受頻率最高的工作壓力源類別為行政回鐀，以人際關係最低。 三、工作滿意度最高的類別為本職學能，以工作報酬最低。 四、護理人員年齡、服務手術室意願、職別、上班型態會影響不同之工作壓力類別之成受程度。 五、年齡、護理人員年資、目前醫院服務年資等會影響不同之工作壓力類別之成受頻率。 六、目前醫院服務年資、月薪、醫院所屬單位、服務手術室意願、上班型態、醫院為公立或私立等會影響手術室護理人員的工作滿意度。 七、對工作酬勞、工作環境、醫院管理制度的滿意度與壓力源7構面之成受度、成受頻率均呈現顯著負相關。 結論：建議醫院應設計具防止失誤功能的手術室作業系統；在選派手術室護理人員時應以有意願者為佳；鼓勵資深手術室護理人員參加進修，提升專業技術及能力，並協助手術室中的教學與研究工作；考量手術室工作特性，調整工作報酬制度。

Background and purpose: The purpose of this study was to determine the job stressors, and job satisfaction of the nursing staff of the operating room (OR) and to evaluate the relationships among demographics, job stress, and job satisfaction. Method: This study was conducted by a survey design with 99 subjects consisting of those who had worked for more than six months in Yu-Lin and Chia-Yi counties. Data was analyzed using a t-test, one way ANOVA, and correlation. Results: The major findings of this study were as follows: 1. The greatest stressor perceived by OR nurses was patient safety, and the least was related to interpersonal relationships. 2. The stressors with greatest frequency perceived by OR nurses was administrative feedback, and the least frequent was that of interpersonal relationships. 3. The most significant factor for OR nurses was job ability, and the least was salary. 4. Stress level perception of OR nurses was significantly related to age, volition, professional title, and shift arrangement. 5. Stress frequency perception of OR nurses was significantly related to age, years employed in nursing, years employed at present hospital. 6. Job satisfaction perception of OR nurses was significantly related to age, salary, hospital classification, volition, shift arrangement. 7. The factors of salary, OR environment, and administrative management of job satisfaction were negatively related to all job stressors. Conclusion: Major suggestions of this study include: 1. Hospitals should redesign the operation system of OR to reduce the latent failure; 2. the volunteers should be given priority consideration when superintendents of hospitals recruit nurses for the OR; 3. to encourage the senior nurses to attend further education, to promote specialty ability and to assist the teaching and research work in operating room; 4..to take into account the traits of OR to improve the rationalization of work-rewards system.

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