Impacts of Manpower Flexibility Strategy on Intent To Stay for Nurses

• Main Authors: Shih, Li-Shin, 施麗香
• Other Authors: Huang, Hsin-Shu
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/54701383305439436540

碩士 === 中臺科技大學 === 護理系碩士班 === 103 === The main objectives of this study are to understand the flexibility of utilization of human resources in the hospital settting and the willingness of nursing staff to remain in their current jobs. It also investigates the differences between flexible use of human resources, willingness to remain in ones current job and different backgrounds of nursing staff, in order to analyze the different factors affecting thiis relationship. This study used a transectional type of questionnaire. The main locus of this study is in a regional teaching hospital in central taiwam. 280 questionnaires were distributed after randomization 271 valid questionnaires were returned.(valid questionnaires retutn rate was 96.78％). Investigation was carried out using structured questionnaires, Including personal background, flexible utilization of human resources form and willingness to remain in one’s job form. Descriptive statistics. T-test, one-way Anova, pearson product correlation were used to analyze data. Results of data analysis：(1) Flexible utilization of human resources general average was 2.586(SD＝.355）.Comsent for number flexibility was highest .With an average score of 2.833(SD＝.528）; Salary flexibility scored lowest with an average score of 2.359(SD＝.662）.(2) The willingness score was below median. with general average of 2.94(SD＝.750）.(3)Flexible use of human resources was not statistically significant related to sex, age, Seniority,marital situation,educational attainment, service unit and salary level. It was statistically significant related to salary adjustment, age and seniority. (4)Age and work seniority was statistically significant in relation to willingness to remain in one’s job(p<0.05）(5)Human resource flexible use and all its aspect were directly related to willingness. (6)Age, work seniority can validly explain the 5.4％ differences in willingness score, after adjusting with R2,there is 4.7％ explanatory validity.(7)Flexible use of human resources can adequately explain the 27％ difference in willingness score, after adjusting with R2,there is 25％explanatory validity. Flexible ability flexible time schedule and salary flexibility can all prospectively predict willingness to remain. Based on the results of this study, the hospital can be provided information which can help understand how human resources can be utilized with flexibility and the willingness to stay in one’s job by nursing staff. A better stragedy can be employed to encourage nurses to remain.