轉化護理專業職能成為工作產出：績效的觀點

Transforming Nurse Professional Competencies into Job Outcome: The Perspective of Performance

10.6735/JAFD.201403_7(1).0001

楊紅玉(Hung-Yu Yang)

護理人員 ； 職能 ； 工作績效 ； Nurse ； Competency ； Job performance

會計與財金研究

7卷1期（2014 / 03 / 01）

1 - 18

繁體中文

人事成本為醫院總成本中第一大成本，而護理人員在醫院人力配置佔的比例最高，且目前血汗醫院的問題層出不窮，突顯護理人力不足下醫療品質堪憂，長期下來更會影響醫院收入及營運；故減少護理人力流失須從甄選人才時，選擇具工作能力又能符合單位特性的人才，因此本研究運用林淑萍等人（2005）研究提出護理人員職能量表及醫院評核護理人員的工作績效成績，探討不同屬性護理人員在職能表現及工作績效的差異性，再利用職能表現與工作績效間找出其相關性。本研究共發出420份，回收有效問卷366分，有效問卷回收率為87.1%，結果發現（1）不同年齡、婚姻狀況及工作年資在職能特質表現上是有顯著差異；（2）育有子女者、年齡較長者、單位年資較久工作績效表現較佳；（3）工作績效與專業知識與技能、其他個人效率的能力及團隊與合作精神等三項職能特質為正相關。此結果可作為未來醫院主管在建立甄選及績效管理等相關制度的參考依據。

Personnel costs is the first major costs in hospital, and nurse's account is the highest proportion in hospital. The hospital's problems come out one after the other, nursing manpower shortage induces lower quality, it will affect hospital revenue and operating; Therefore, to reduce the outflow of nursing manpower, in this study applied Lin et al.(2005) proposed nurses competency questionnaire and performance score of hospital, to explore the different in competency of nurses and job performance. The research sample was 420 nurses of hospitals. The valid response rate to 366 questionnaires was 87.1%, The results showed: (1)age, marital status and seniority in the performance of competencies of the are difference; (2) job performance of those who have children, longer units seniority are better; (3) Job performance and professional knowledge, spirit of team cooperation is positively correlated. These results may be used in the recruitment and performance management systems.

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