Manpower of nurse practitioner and it’s related factors in region and community hospital:Qualitative research

• Main Authors: Lin Yu Ling, 林郁玲
• Other Authors: W. R. Tang
• Format: Others
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/09440352114896398212

碩士 === 長庚大學 === 護理學系 === 100 === The main purpose of this study is to investigate the factors affecting the manpower needs of NP in Regional Hospitals and District Hospitals This study used purposive sampling to select 2 regional and district hospitals in Chiayi County and City as the study sites to enroll a total of 6 subjects, including one director of Department of Nursing, one attending physician, and one NP, respectively. This study conducted face-to-face interviews to collect data. The average interview time was 55 minutes. Moreover, this study used content analysis of qualitative study to analyze data. Data collection and data analysis happened concurrently. After the continuous analysis and reflection, two major themes, “factors affecting manpower needs of NP” and “leadership and management of manpower needs of NP,” were evolved. The research results showed that, the manpower shortage of residents is the leading cause for manpower needs of NP. The manpower adjustment during the transformation of hospital also will affect the manpower needs of NP. Moreover, the role function of NP is as important as that of doctors. Therefore, NP has become an indispensable role in health environment. In terms of the leadership and management of manpower needs of NP, manpower deployment is subject to the regulations of accreditation, number of patients, workload of department/division of doctors, and property of ICU. However, predicaments and conflicts have been developed owing to the equal pay for different work, difference between medical and nursing work systems, and difference in personal traits of NP. Hospitals usually use flexible support mechanisms and the increase in incentives to deploy NP manpower. The results of the analyses on the factors affecting NP manpower needs of two groups (regional hospital and district hospital) showed that the different mission development of subjects led to the growth and decline of NP manpower needs. The difference in systems and organizations of subjects led to the difference in the appointment of NP role. The difference in management aspect of subjects also led to the difference in attendance of NP manpower. The difference in practice scope of NP also led to NP manpower abuse. The suggestions from this study are as follows: to avoid NP manpower abuse, it is necessary to specifically establish the scope of practice for NP of different departments/divisions like the establishment of collaboration contract with doctors. Under the situation where there is sufficient NP manpower, it is necessary to attach importance to the improvement of “quality” (e.g. improving the training standard of NP and subdividing the training, license system, and practice of NP). It is also necessary to establish the specific recognition point system for NP care services as the systems for physical therapists and other professionals to accentuate the value of advanced nursing service.