| Summary: | 碩士 === 臺北醫學大學 === 護理學研究所 === 95 === Job rotation is a type of cross-training that, when applied in on-the-job training programs, can enhance the practical experience and professional competence of employees. However, job rotation can also increase job stress and decrease job satisfaction. This research studied head nurse job rotation stressors and job satisfaction levels and worked to identify correlations between the two in order to understand the key factors influencing the stressors and job satisfaction of head nurses who undergo job rotation. Research employed a cross-sectional correlational design, with participants drawn from Taiwan’s 123 accredited (as of 9 January 2007) teaching hospitals. These included 19 medical centers, 81 regional hospitals, and 23 district hospitals. After confirming by phone the willingness of institutions to be included in this study, researchers identified as target study subjects all head nurses who had undergone job rotation during the most recent three-year period. Study tools utilized included forms containing self-provided personal data, self-descriptions of job rotation type and experience, a Head Nurse Job Rotation Stressor Scales and Head Nurse Job Rotation Satisfaction Scales. Each tool was checked to confirm reliability and validity. Of the total 134 questionnaires sent to target study subject, 105 were returned and accepted by the authors for use in this study, giving a return rate of 78.36%. Researchers ran descriptive and inferential statistical analyses on collected data using SPSS/Windows Version 13.0 in Chinese.
Research results found a population mean of 3.73 (SD=0.65) for head nurse “job-rotation stressors”, with averaged maximum and minimum scores for individual stressors measuring 4.04 and 3.46, respectively. Subjects had a population mean satisfaction with their job rotation experience of 3.35 (SD=0.60), with averaged maximum and minimum scores for individual satisfaction variables measuring 4.04 and 2.60, respectively. A Pearson correlation coefficient test found the correlation between head nurse job rotation stressors and job rotation satisfaction to fall short of significance (<.05). A significant difference was found between head nurse “education level” and job rotation stressors, which, after post-hoc testing, indicated that head nurses holding a technical college degree as their highest level of academic achievement felt significantly more pressure than those with either university or graduate school diplomas. This study found an interesting negative correlation between the two variables “number of years as head nurse” and “job rotation stressors”. Three variables within the nature of job rotation and experience categories, namely “is rotating jobs for head nurses appropriate?”, “did you already have experience in the specialty into which you were being rotated?”, and “head nurse willingness at time of job rotation” showed significant differences to the head nurse “job rotation satisfaction”. Two variables in the same two categories, namely “was there a training or changeover period prior to job rotation?” and “number of total job rotations during your tenure as head nurse”, were found to have no relationship to either “job rotation stressors” or “job rotation satisfaction”. There were significant differences found in job rotation stressors for head nurses at different medical care facility levels, which, after post-hoc testing, found stress higher at medical centers than regional hospitals and higher at regional than at district hospitals. Job rotation satisfaction also showed a significant difference in terms of level of medical care facility at which a head nurse worked. Post-hoc testing found satisfaction to be higher at regional hospitals than medical centers and higher at medical centers than district hospitals.
The findings of this study may be provided to hospitals and nursing departments for reference in planning and executing future head nurse job rotation schedules. It is hoped this study can help reduce head nurse stress to a minimum, enhance job satisfaction and assist the job rotation process to achieve its intended results.
Key Words: job rotation, stressors, job satisfaction
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