| 摘要: | 本研究目的為探討台灣地區長期照顧機構護理人員生活與照顧經驗和文化能力的現況，以及兩者間的關係。
採用橫斷式研究設計，以自編式結構性問卷進行資料蒐集。「文化能力」總量表之CVI .82，信度Cronbach’s alpha .95。收案期間為2011年11月30日至2012年4月30日止，以長期照顧機構的護理人員為收案對象，共發放問卷1,169份，有效回收率85.88%。資料處理方法為獨立樣本t檢定、獨立樣本單因子變異分析、皮爾森積差相關分析及逐步迴歸法預測重要因子。
研究結果發現：護理人員平均年齡37歲，大多數已婚、專科畢業、以在護理之家服務者居多。其護理人員的宗教信仰、婚姻狀況、教育程度、目前工作職稱、照顧外國人經驗及出國旅遊經驗與文化能力其差異達顯著水準；而與年齡、長照機構年資、總護理工作年資呈正相關；進一步分析發現長照機構工作年資、宗教信仰、總護理工作年資及照顧外國人的經驗變項為重要的預測因子。
研究建議為：(一)護理人員多接觸與自身文化不同的人以增進其文化能力；(二)加強培養基層護理人員文化能力；(三)將護理人員文化能力量表應用至各領域之護理人員；(四)穩定長照機構護理人力。
Background: This study aimed to investigate the nurses' experience of life and nursing care, and cultural competence as well as the correlation among them while working at different long term care institutions.
Methods: A self-designed structured questionnaire was adopted in this cross-sectional study. The CVI of the "Cultural Competence Scale" was 0.82, and its Cronbach’s alpha is 0.95. The studied population is the nurses of the long term care institutions. The self-designed structured questionnaire was used to collect 1,170 valid samples from November 30th, 2011 to April 30th, 2012 (effective response rate: 85.80%). Major statistical methods include t-test, ANOVA, Pearson's correlation and stepwise multiple regression.
Results: The average age of the nurses was 37 years old, and most of them were married, college-graduated and practiced in the long term care institutions. There were significant difference between the nurses' religion, marital status, education, job title, nursing care experience for foreigners, experience of travel abroad and their cultural competence. The cultural competence was positively correlated to age, work experience of long term care and seniority of nursing practice. Work experience of long term care, religion, seniority of nursing practice and nursing care experience for foreigners were the factors significantly associated with cultural competence.
Conclusions: The recommendations of this study include: (a) to improve the nurses' cultural competence by experiencing different cultures; (b) to strengthen the nurture of the nurses' cultural competence; (c) to apply the "Cultural Competence Scale" to nurses of different fields; (d) to stabilize the manpower of the nurses of the long term care institutions. |
