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http://ir.cmu.edu.tw/ir/handle/310903500/11278
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| 題名: | 護理薪資結構及績效福利制度對勞動供給之影響（1/2） |
| 作者: | 蔡文正(Tsai,Wen-Chen);李選;謝淑惠(Shwn-Huey Shieh);龔佩珍(Kung, P.T.) |
| 貢獻者: | 公共衛生學院醫務管理學系 |
| 關鍵詞: | 護理人力;薪資;福利制度;護理人力供給;nurses’ manpower;wage structure;fringe benefit policy;nurses’ manpower supply |
| 日期: | 2008-02-28 |
| 上傳時間: | 2009-09-01 15:09:23 (UTC+8) |
| 摘要: | 護理人員為醫療服務業不可或缺的主要照護者，約佔所有醫事人員的52%，更是和病人關係最密切的照護人員，因此其人力的多寡及素質對醫療品質影響甚鉅。統計數據顯示全國每年約有一萬五千名護理畢業生，但卻只有近六千名投入護理職場，而2006年約有十九萬人領有專業護理人員執照，但有執業行為者卻僅有十一萬人，如此一來卻也造成醫療院所護理人力吃緊。而醫院在經營績效的考量下，不斷壓縮成本，調降護理人員薪資或將正式員工改為部份工時或約聘人員來代替，如此惡性循環的結果使的護理人員的流動率提升。影響護理人員離職的因素，除了個人因素、工作環境、工作壓力外，員工對工作的成就感及薪資報酬皆是重要的因素。其中薪酬對於員工的重要性更是名列眾多影響因素前三名，可見薪酬的合理性及公平性對於護理人員工作意願的影響甚鉅，此外，組織的福利制度若設計良好不僅可以吸引優秀的員工，更能提升員工工作士氣；反之則易引起員工不滿情緒。因此，本研究期望藉由探討護理人員薪資、福利待遇等執業環境因素與其工作意願及工作滿意度的相關性，進而針對我國護理人員的薪資及福利制度提出合理的建議。本研究為兩年期計畫，第一年主要以「領有護理證書但未從事護理工作之人員」、「各大專院校護理科系之應屆畢業生」為研究對象，皆以郵寄設計完成之結構式問卷方式進行調查。「領有護理證書但未從事護理工作之人員」將以分層隨機抽樣法進行調查，預計回收有效樣本至少600份；而「各大專院校護理科系之應屆畢業生」則是以分層集束抽樣法進行調查，預計回收有效樣本至少1000份。至於資料分析方面，除了以描述性及雙變項分析不同特性之護理人員其對護理工作之認知或滿意度與期望是否有差異外，亦將利用複迴歸分析探討影響從事護理工作之意願的相關因素。第二年則是以全國醫療機構（醫學中心、區域醫院、地區醫院、精神專科醫院、診所、長照機構等）護理人員以及醫院（含長照機構）為研究對象，皆以郵寄設計完成之結構式問卷方式進行調查。「全國醫療機構護理人員」將於各不同種類醫療機構以分層比例隨機抽樣進行問卷調查，預計回收有效樣本至少共1000份；而「醫院」則進行普查，預計回收有效樣本至少300份。資料分析方面，將以描述性及雙變項分析新進護理人員（工作不到三年）及資深護理人員（工作三年以上），在對薪資之滿意度、績效與福利制度之滿意度與期望、持續從事護理工作之意願方面之差異。同時利用複迴歸分析找出影響護理人員對於持續從事護理工作意願之顯著影響因素。依據文獻歸納與兩年研究結果，並透過專家座談，最後針對我國護理人員合理薪資及福利制度及改善護理人力供給與需求情形提出建議，以供相關衛生主管機關制定相關政策之參考。
The Influence of Wage Sturcture and Fringe Benefit Policy on Nurse Manpower Supply Abstract Nurses are the main health care providers which own 52% manpower in health care industry. Nurses are the first-line care givers contacting patients in the hospitals. The quality of nurse manpower will affect the health care quality. According to the national statistic report, 15,000 nurses graduate from schools every year, only 6,000 of them will work as a nurse in the health care industry. In 2006, 190,000 people had professional nurse license, but only 110,000 people work as a nurse. These situations caused the shortage of nurses in the health care industry. Considering the cost saving, the hospital reduced the nurses’ wage or replaced full-time nurses with part-time ones. This was a reason of high turnover rate of nurses. Several factors will affect nurses to leave their jobs, but the wage structure is listed on the top 3. The rationality and equity of wage structure will influence working willingness. A good fringe benefit structure in the organization will attract more people to work for, and will improve working morale. This study will discuss the relationship between environment factors (e.g., nurses’ wage, welfare system…etc.), working willingness, and satisfaction. The study consists of two parts in 2 years. In first year this study has two study populations including “people with nurse licenses but not working as a nurse” and “the graduate students from departments of nursing”. Questionnaires will be mailed to them. In the part of “people with nurse licenses but not working as a nurse”, the stratified proportional sampling method will be used to collect 600 samples. In the part of “the graduate students from department of nursing”, the stratified cluster sampling will be used to collect at least 1000 samples. Besides descriptive and bivariate analysis, multiple regression analysis will be conducted to examine the related factors of nurses’ working willingness. The second year of the study will focus on the nurses in the health care organizations. Structured questionnaire will be mailed to nurses and hospitals. For the nurse population, the stratified proportional sampling method will be used, and will collect 1000 samples. For the hospitals, all hospitals in Taiwan will be included in the study population, and 300 samples will be collected. Besides descriptive and bivariate statistics, multiple regression analysis will be conducted to find the related factors of nurses’ willingness of continuously working in health care facilities. According to the results of two-year study, this study will propose some useful suggestions on the nurses’ wage and fringe benefit structure and on improving nurses’ manpower supply system. The results also can be the references for government as references for policy making. Key words: nurses’ manpower, wage structure, fringe benefit policy, nurses’ manpower supply |
| 顯示於類別: | [醫務管理學系暨碩士班] 研究計畫
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