探討教學醫院之護理師對指導新進人員之知能與意願

Knowledge, Capability and Willingness of Nursing Staff in Teaching Hospitals to Guide New Recruits

葉麗月(Li-Yueh Yeh)；顏素美(Suh-May Yen)；林合興(Her-Shin Lin)；蔡文正(Wen-Chen Tsai)；洪弘昌(Hung-Chang Hung)

護理師 ； 新進人員 ； 知能 ； 意願 ； Nursing staff ； New recruits ； Knowledge and capability ； Willingness

醫學與健康期刊

6卷1期（2017 / 03 / 01）

37 - 60

繁體中文

目的:探討教學醫院之護理師對指導新人之知能、意願及其相關因素。方法:研究對象為教學醫院執業≧3年的護理師。以配額抽樣方式，發出結構式問卷610份進行橫斷式研究。除描述性分析、卡方檢定和皮爾遜相關係數分析外，以複迴歸分析探討影響護理師對指導新人之知能、意願及其相關因素。結果:有效問卷回收率83.4%(509份)。雖然護理師有89%認同護理臨床教師對新人的角色與功能，只29.4%有足夠時間指導新人，僅五成有意願擔任護理臨床教師。整體問卷認同度最低的變項為臨床教師人力充足性、臨床教師獎勵制度、有足夠時間指導新人。影響護理師指導新人意願之相關因素包括:參與臨床教師培育課程天數、醫院層級、對工作目標同意度、指導新人之知能、護理主管對臨床教師支持度及工作年資。結論:護理師對指導新人的知能和意願為中上程度。人力不足、缺乏獎勵、缺乏時間是提升指導新人意願極需改善的議題。建議在指導新人期間減少照護病人數，給予充足的教學時間，提供合理的報償與支持。

Objectives. To investigate the cognition, willingness, and other factors related to whether nurses in teaching hospitals will guide newly recruited nurses. Methods. A cross-sectional study was conducted using the quota sampling method in which 610 structural questionnaires were distributed to nurses who had worked in a teaching hospital for ≧3 years. Descriptive statistics, a chi-squared test, and the Pearson's correlation coefficient analysis were performed. In addition, multivariate regression was used to examine the cognition, willingness, and other factors related to guidance of novice nurses by nursing staff teaching hospitals. Results. A total of 509 questionnaires was recovered, with an effective response rate of 83.4 %. The results revealed that although 89% of the nurses recognized the importance of roles and functions of clinical nursing instructors in guiding novice nurses, only 29.4% of the respondents claimed to have sufficient time to guide novice nurses and only 50% of them were willing to serve as clinical nursing instructors. Low approval scores were related to sufficient allocation of clinical instructors, the incentive system for clinical instructors, and sufficient allocation of time allocation to guide new recruits. Factors affecting the willingness of the nurses to serve as instructors included the length of training courses (measured in days), hospital level, acceptance of work objectives, Knowledge, Capability of guiding novice nurses, supervisors' support for clinical instructors, and years of service. Conclusion. The nurses demonstrated a medium to high level of Knowledge, Capability and willingness to guide newly recruited nursing staff. Insufficient personnel allocation, incentives, and time were most important barriers. Based on these findings, hospitals might want to decrease the number of patients assigned to nurses who concurrently serve as instructors of new recruits. In addition to adequate incentives and support, the nursing staff should be allocated sufficient time to conduct training.

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