Research on flexible Management Mechanism of Nursing Human Resources - Case Study of A Hospital in Eastern Taiwan

• Main Authors: Feng-Hsien Chen, 陳鳳仙
• Other Authors: Chih-Peng Chu
• Format: Others
• Published: 2016
• Online Access: http://ndltd.ncl.edu.tw/handle/q8jw58

碩士 === 國立東華大學 === 管理學院高階經營管理碩士在職專班 === 104 === In the past researches, researchers found that job satisfaction, organizational commitment and turnover intention have a highly degree of correlation among these three. This research attempts to investigate what flexible human resource management practices that hospitals should take so that to appropriately meet the demand of career development of nursing personnel. By reducing its career obstacles, it can further reduce turnover intention and extend nursing career. Besides, in response to the characteristics of the high turnover of nursing personnel and different vocational concepts of new generation as time change, planning a care model that can make the most of characteristics of nursing manpower and fulfill the need of each nursing stage to tend to satisfaction. This research refers to the subject’s characteristics of nursing manpower and the phenomenon of the problem that wants to explore to hold several talks with the head and supervisor of the nursing department of the subject to elaborate the research direction. Through this research, hoping that it can be served as a reference for the planning of the nursing manpower management measure in the item of nursing human resource management dimension of flexible working hours for fixed shifts, the diversified care mix model of competency flexibility dimension and the preferred tendency for the extension of the role and function of the nursing by collecting analysis of statistics for the preferred tendency of the nursing personnel through the survey of the questionnaires. The conclusion of the research are as below: 1.The preference of shift system and work-life balance have a correlation. There are positive correlation among fixed shifts, work-family balance and work-holidays balance. 2.There is a difference for the preference of shift system of the nursing personnel. The preference of fixed shifts is significant difference according to working units. 3.The nursing personnel are preferred to take full responsibility and go with functional care (the diversified care mix) model. It is significant difference by the age level of the nursing personnel. 4.The nursing personnel have different demands on nursing empowerment and diversified profession development in various career stages. 5.Because there isn’t statistical data to support for the different demands on nursing empowerment and diversified profession development of nursing personnel in different career stages, it is the null hypothesis.