| Summary: | 碩士 === 國立雲林科技大學 === 工業工程與管理系 === 106 === Clinical nursing work is becoming more and more complicated, leading to constant increase of the nursing burden and pressure of nursing staff. Occupational hazards are also increasing, which makes the nursing staff at the hospitals in the country leave the workplace or even make a career change and leave the nursing industry. Therefore, nursing staff is still a problem every hospital in the country needs to face. Even though the government has proposed complementary measures to solve the problem of manpower shortage, the effectiveness has been limited.
Since the job characteristics of different wards vary, this study used a semi-structured interview survey. The interviewees were the nursing staff at internal medicine, surgery, emergency department (ED), intensive care unit (ICU), and hospice care. Of each department, one person with more than five years of job experience and one with less than five years of job experience were chosen, constituting a total of ten interviewees. The study investigated the influencing factors of turnover intention and collected and analyzed the data. Based on the study results, it then found out the manpower policy for hospitals to refer to and solve the problem.
The study results found that the key to maintain enthusiasm for work included “a sense of accomplishments,” “thinking differently,” and “taking a vacation.” The nursing staff with less work experience mainly used the first two to maintain their enthusiasm for work, while the senior staff chose the last.
Among occupational hazards, acts of violence were the majority. However, with the news reports on television and in newspapers these years, nursing consciousness gradually rose. Hospitals improved their system, resulting in the significant decrease of violent incidents and worry. The secondary occupational hazards the staff worried about were needlestick injuries, infectious diseases, and lower back pain. The senior nursing staff worried about occupational diseases that took place with the growth of employment. The reasons that the nursing staff remained in office were mostly “salary” and “supporting the family economy.” But when the salaries at other medical institutions were better, their turnover intention would get higher and then transfer to other departments. The nursing staff had thought about leaving, but they chose to stay because of the harmonious atmosphere of their own departments.
The reasons that the nursing staff chose to leave were mostly family factors, including they moving with their husbands to the same district after getting married, nobody taking care of their children after they got married and had kids, and they being unable to find nannies or daycare. Because of the reasons above, the nursing staff chose to leave their workplace.
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