| Summary: | 碩士 === 義守大學 === 管理研究所碩士班 === 93 === Purpose: The study intended to examine the effects of RCW nurses’ demographic information (i.e., age, martial status, educational level, religion, years of experience in nursing, continuing education, and family support) and job-related characteristics (i.e., the level and location of hospital, working units, desire of working, frequency of on-the-job training, average working hours, number of patients cared per shift) to job stress and coping strategies. In addition, this study investigated the relationship between job stress and coping strategies among the subjects.
Methods: This study was a cross-sectional questionnaire survey. Five hundred RCW nurses of 34 hospitals in Kaohsiung and Pingtung areas were selected as study subjects. Of which, 424 subjects responded to the survey, with a response rate of 84.8%. SPSS version 10.0 was utilized in the statistical analyses, which included frequency distribution, mean, percentage, standard deviation, t-test one-way analysis of variance (ANOVA), Pearson correlation coefficient, and stepwise logistic regression.
Conclusion: In terms of job stress, the category of workload ranked the highest, followed by patient care, administrative affairs, role characteristic, and interpersonal relations. Significant between-group differences were found in the variables of family support, influence of work pressure to the family, the level of hospital, frequency of on-the-job training, average working hours, and number of patients cared per shift.
In terms of adaptation strategy, the category of “searching for social support” ranked the highest, followed by “solve the problem rationally” and “relieve the pressure emotionally.” Significant between-group differences were found in the variables of age, family support and location of hospital. In addition, this study found significant negative relationship between job stress and coping strategies
Recommendation: In order to enhance professional capability of RCW nurses, hospital should launch appropriate selection process, avoid departmental rotation, and offer regular on-the-job training. In addition, hospital should relieve workload by augment human and equipment resources, reduce turn-over rate, offer better benefits, establish two-way communication channel, as well as equip RCW nurses with the capability of using appropriate adaptation strategies.
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