| Summary: | 碩士 === 嘉南藥理大學 === 醫務管理系 === 105 === There are numerous outpatient departments at hospitals with enormous amounts of outpatients. Although the work of outpatient nursing staff does not include the ward, emergency and critical care units that involve patient life threatening conditions, the work is cumbersome and requires facing and dealing with a large number of outpatients in a short period of time. Therefore, nursing staff often do not feel satisfied with their work and cannot identify with their professional role, leading to intentions to leave their job. Thus, the main purpose of this study is to explore the correlation between the job satisfaction and role identity of nursing staff with turnover intention.
This research was conducted using a questionnaire and the subjects were outpatient nursing staff in three regional hospitals in Southern Taiwan. A total of 175 questionnaires were distributed and 166 valid questionnaires were returned. After collecting the data, the reliability and validity of the study variables were confirmed by confirmatory factor analysis. The influence of role identity and job satisfaction on nursing staff’s turnover intention was analyzed by descriptive analysis, one-way ANOVA, Pearson correlation analysis and multiple regression analysis.
Results showed that "role identity" had significant differences in different types of marriages. Job satisfaction of "grasp of environment" had significant differences in different levels of education. Job satisfaction of "professional growth" and "shifts and days off" showed significant differences in different types of marriages. "Role identity" and "job satisfaction" were negatively correlated with turnover intention respectively. Job satisfaction of "salary and benefits" and "grasp of environment" were significant predictors of role identity. The higher the job satisfaction of "salary and benefits" and "grasp of environment", the higher the role identity. Job satisfaction of "patient and family interaction" were significant predictors of turnover intention. The lower the job satisfaction of "patient and family interaction", the higher the turnover intention.
This study found that outpatient nursing staff had the lowest satisfaction towards salary structure. It is recommended that bonuses, promotion opportunities and other incentives be established to increase the role identity of outpatient nursing staff. The results showed that the higher the job satisfaction of "salary and benefits" and "grasp of environment", the higher the role identity. It is recommended that regular evaluations be conducted to reward nursing staff with excellent service, and invite nursing staff to share their work experiences and thoughts, to enhance nursing staff’s expectation and identification of their occupational role, as well as instilling the concept of organizational service and organizational expectations of emotional display. The results showed that the lower the job satisfaction of "patient and family interaction", the higher the turnover intention. It is recommended that interpersonal communication and workplace violence prevention educational training courses be organized to enhance the communication and interaction of nursing staff with patients and their families.
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