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http://ir.cmu.edu.tw/ir/handle/310903500/11460
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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 |
| 作者: | 蔡文正(Tsai, Wen-Chen);龔佩珍;謝淑惠(Shwn-Huey Shieh);李選 |
| 貢獻者: | 公共衛生學院醫務管理學系 |
| 日期: | 2009-02-28 |
| 上傳時間: | 2009-09-01 15:12:46 (UTC+8) |
| 摘要: | 目的：本研究主要探討護理人員薪資結構、績效福利制度、工作環境等現況，並探討影響護理人力供需之因素。 方法：本研究對象除一般護理人員外，並針對護理長以上之高階主管進行研究。本研究利用郵寄問卷方式，機構護理人員問卷共回收1087份及醫院主管問卷 311份。另針對11家醫療院所之（副）主任進行訪談以粗估護理人員離職單位成本。資料分析方面以描述性分析瞭解護理人員薪資結構及績效考核與福利制度現況與期望，並以複迴歸分析探討影響護理人員持續從事護理工作意願之顯著因素。 結果：67.9%的護理人員曾更換過執業院所，近三個月之平均薪資為38351元，期望薪資為43305元；最缺乏的福利制度為不休假津貼、三節獎金、護士節慰勞；考核最不客觀的績效為領導能力、發展潛能及溝通協調。護理薪資、績效福利制度與工作環境皆與護理人員工作表現呈顯著正相關。 49.7%護理主管表示護理人力不足，認為護理人員招募困難者更高達59.4%。43.8%的護理人員表示願意持續從事護理臨床工作，不願意的比例佔 18.7%；而影響護理留任意願之顯著因素為教育程度、婚姻狀況、是否為主管、工作分配合理性、休假制度滿意度、工作氣氛融洽度、護理年薪滿意度、護理固定夜班費滿意度、績效獎金核算方式清楚程度、績效評核時間滿意度。護理人員離職單位成本平均至少約需75,461元。 結論與建議： 影響護理勞動供給之因素繁多且複雜，而本研究結果顯示薪資結構與績效制度顯著影響了護理人員勞動之供給。依據本研究結果提出以下建議：1.嚴格監督護理照護人力；2.適度調整護理薪資；3.清楚定義績效考核制度；4.增加福利項目；5.改善工作分配合理性。
Objective: The study would like to investigate the circumstance of wage structure, fringe benefits, and working environment for nurses. Additionally, this study also explored the relative factors that influenced the supply and demand of nurses’ manpower. Methods: In addition to general nurse staff, this study included the head nurses and upward-position nurses. Structured questionnaire was mailed to nurses. A total of 1,087 and 311 questionnaires were received from nurses and upward-position nurses respectively. This study also conducted an interview survey to 11 hospitals’ heads of nursing department to evaluate the cost of leaving job for nurses. Descriptive statistics was applied to show the circumstance and expectancy of nurse staff in wage structure, performance assessment and fringe benefits. Multivariable linear regression was used to analyze the significant factors that influence nurses’ willingness to continue doing nursing job. Results: 67.9% of nurses had experiences in changing working hospitals (clinics). The average monthly wage was $38,351 within recent 3 months. The expected wage was $43,305. The shortest fringe benefits were non-furlough subsidies, holiday bonus, and nurse’s day premium. The least objective items for performance assessment were leadership ability, potential development, coordination and communication. The job performance of nurses was positively correlated with wage, fringe benefits, and working environment. 49.7% heads of nursing department said that the nurses’ manpower was insufficient. 59.4% of them thought it’s difficult to recruit nurse staff. 43.8% of nurses were willing to do clinical job continuously but 18.7% of them were not willing to continue nurse job. The significant factors that influence nurses’ willingness to continue doing nurse jobs included education, marital status, being head of nurses, rationality of job allotment, satisfaction of furlough system, working harmony, satisfaction of annual salary, satisfaction of night-shift premium, clearness of performance reward calculation, and satisfaction of performance assessment time. The average cost for a nurse leaving job was at least NT$75,461. Conclusions and Suggestions: The factors that influence nurses’ labor supply were numerous and complicated. This study showed that the wage structure and performance assessment system influenced nurses’ labor supply significantly. Therefore, this study had following suggestions: 1) supervising hospitals’ nurse manpower strictly, 2) adjusting nurse wage appropriately, 3) defining the performance assessment clearly, 4) increasing fringe benefits items, 5) improving rationality of job allotment. |
| 顯示於類別: | [醫務管理學系暨碩士班] 研究計畫
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| DOH97-TD-M-113-96012-1.pdf | | 4019Kb | Adobe PDF | 1595 | 檢視/開啟 | | DOH97-TD-M-113-96012-2.pdf | | 5440Kb | Adobe PDF | 553 | 檢視/開啟 |
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