| Summary: | 碩士 === 嘉南藥理大學 === 醫務管理系 === 106 === Abstract
The shortage of nurses has always existed. Although many people graduated from nursing school, not all of them are interested in engaging in nursing work. Moreover, according to Hui Lan Zhang, Mei Xiu Lu, and Qiu Fen Lin’s survey in 2010, approximately 54.8% of new nurses resigned within 3 months. Many administrators in the regional hospitals faced difficulties in recruiting new nurses. Not only issues associated with new nurses’ intent to stay but also the problems associated with existing nurses should be considered. Questionnaire was therefore used to investigate the relationship among nurses’ personality, job satisfaction and intention to stay.
This study adopted structured questionnaires to examine nurses’ personality, job satisfaction, intention to stay and factors associated with intention to stay at a teaching regional hospital in southern Taiwan. A questionnaire containing the personality type A/B scale, the job satisfaction scale, and the intention of stay scale was used to collect data after reliability and validity assessment.
The survey indicated the nurses aged 41 to 50 years had stronger willingness to remain employed than those aged 21 to 30 years and 31 to 40 years. Married nurses had stronger willingness to remain employed than single nurses. The nurses who had 2 children had strong willingness than those without child. Different personality types didn’t influence nurses’ intention to stay and associated factors. The mean score for intention to remain employed was 3.0 (± .58) out of 5 indicating moderate level of intention to remain employed. The willingness score of keeping nursing jobs was highest, with 3.32 (± .70), but the score of considering quitting jobs was 3.00 (± .90) indicating nurses experienced ambivalent feeling toward willingness of stay or quitting jobs.
Regression analyses were performed to examine demographic variables, internal working satisfaction, external working satisfaction, personality factors associated with intention to stay and willingness to remain employed. The finding showed that demographic variables, internal working satisfaction, external working satisfaction and nurses’ personality had significant associations with intention to stay, external working satisfaction and nurses’ personality were associated with factors related to intention to stay.
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