The Influence of Human Asset Specificity and Organization Identity on Nursing Employee’s Mobility Flexibility: A hospital case study

• Main Authors: Tung Chung Hao, 童仲豪
• Other Authors: Chang chao ching
• Format: Others
• Language: zh-TW
• Published: 2013
• Online Access: http://ndltd.ncl.edu.tw/handle/13619114936325099147

碩士 === 輔仁大學 === 國際經營管理碩士學位學程 === 101 === Many studies have shown that the problem of shortage of nurses in Taiwan has deteriorated sharply in recent years, because of the changes of nursing industry environment and structure. Under this situation of nursing shortage a large majority of hospitals faced, the most common issue they found is difficult to retain the employees who are excellent and suitable to be nurses or to reduce the number of nurses constantly to leave. Thus, the situations above are the main reasons increasing nurses’ workload and pressure and getting worse in nurses recruitment. The stressful working environment has apparently forced many nurses to consider a career change. At present, the total amount of annual nursing manpower supply is still greater than the demand, but the nursing shortage still exists. One of the premier reasons is that people who learned relative nursing skill and knowledge do not want to engage in this industry anymore, it makes hospital cannot recruit enough expert staff or the recruited staff would not do the long-term job. Therefore, this study suggests how to efficiently reduce the present nurses' flexibility mobility as an important management practices on retention issues. The objective and premise of this study ─ " It is better to focus on how to retain the present nurses than the nurses who want to leave "; The research issue of this study ─ " How to affect the present nurses' flexibility mobility based on their human asset specificity and organization identity, when they have to face their career ─ stay or leave? " This research through case study method and depth interviews to understand the present nurses’ view of points, they include how to regard their job and career in the future and what reasons make them willing to stay. To comprehensive the comment above, this study wishes these important management practices or strategies on retention issues can provide the present managers or staffs of nursing industry to reference.