Exploration of Work Perception and Related Factors in Senior Clinical Nurses

• Main Authors: CHANG, YI-CHANG, 張怡菁
• Other Authors: LIU,FEN
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/48y8v4

碩士 === 長庚科技大學 === 林口校區護理系碩士在職專班 === 107 === In the Asian Workforce Forum held by Internal Council of Nurses (ICN) in 2015, it was pointed out that the average years of practice of nurses in Taiwan was around 6 to 7 years, which was significantly lower than other countries. Why senior nursing staff leaving their jobs and their work experience should be concerned and valued. In the past, the senior nursing staff, as the research subjects, were mostly for 10-15 years’ work experience, and only the single-dimensional work perception was measured from them. The purpose of this study was to investigate the positive and negative work perception and their related factors for senior clinical nurses in order to understand their work excitement, work frustration and related factors. This study adopted cross-sectional quantitative research design. By purposive sampling, the senior clinical nurses who have worked for at least 4 years and their nursing capacity at least N2 were recruited from the medical centers or regional teaching hospitals in Taiwan from October to December 2018. The demographic data form, work excitement scale, and work frustration scale were used to collect data. The total valid questionnaires were 165. The SPSS 22.0 was used to analyze data, including descriptive analysis, independent sample t test, one-way ANOVA, pearson’s correlation, and all enter multiple regression. A p value of less than .05 was taken as statistical significant. The results of this study showed that the overall work perception of senior clinical nurses was toward pleasure. The most excited aspect of work perception was the “knowledge learning and growth” facet. The “work challenge and diversification" facet was the least pleasant, only close to a little pleasure. Furthermore, senior nursing staff had a considerable degree of work frustration. The highest score was in the “work arrangement” facet, with a near-moderate work frustration. Among them, the most frustrating item was the lack of nursing manpower. The lowest score was in the “interpersonal interaction" facet, but still higher than the average score, indicating that senior nurses still had considerable frustration in the interpersonal interactions. The most frustrating item was the lack of respect from patients and physicians. There was no significant correlation between overall work excitement and overall work frustration. However, the “work challenges and diversification” aspect of work excitement was significantly negatively correlated with the “work arrangement”, “interpersonal interaction” and “overall work frustration” aspect of work frustration. The higher excitement of “work challenges and diversification”, the lower frustration of “working arrangement”, “interpersonal interaction” and “overall work frustration” the senior nurses felt. The results of multiple regression analysis found that friend support, support from supervisors of the nursing department, health status, advanced nursing level, and three-shift rotation could explain the 15.2% variation in work excitement. Religious beliefs, units/ divisions, extended working hours, and self-reported workload levels could explain the 13.5% variation in work frustration. The results of this study were expected to provide the relevant departments of the hospital to understand the feelings and needs of senior clinical nurses, and as a reference for policy formulation and consideration of retention measures.