| Summary: | 碩士 === 國立臺灣大學 === 政治學研究所 === 105 === The long-term shortage of nursing manpower and high turnover rate is a very common situation in Taiwan medical industry. According to the experts the main reason for the high mobility of nursing staff is related to their physiological and psychological needs. Maslow''s theory of demand hierarchy divides people''s needs into six levels, among which the fifth and sixth levels are needs of Self-actualization and the needs of Over-self-actualization. Many scholars pointed out that if infusing the occupational spirit to the workplace would bring up some spiritual power for colleagues. Religious hospitals are often supplemented by medical humanities education to enhance the spiritual satisfaction, but the promotion of medical humanities education can improve the value of nursing staff work and thus affect the nursing staff’s willingness to stay? Based on Maslow Demand theory of the six levels to design the questionnaire, in a religious hospital issued 759 questionnaires, recovery of 741 copies, recovery rate of 97.6%. In the case study hospital clinical units conducted a questionnaire survey. To understand the nursing staff’s satisfaction of the work in the different levels of demand and medical humanities education in the retention of nursing staff are relevant. In this study, supplement to the survey method of participate in observation and in-depth interview also applied to this study. With the conception of sampling to interviewed physicians who were most concerned with the work of nursing staff and interviewed nursing staff and nursing staff who were ready to leave, a direct understanding of the nursing staff''s personal problems, the reasons for leaving and the retention measures.
The questionnaire survey showed that the satisfaction rate of the physiological needs was significantly lower (the salary and the burden of work), the satisfaction rate of “the love and the affiliated demand” was the highest (the cooperation in the units and the cooperation across the units); in the nursing staff demographic attributes and Maslow''s relationship with the needs of the level regardless of the seniority and the years worked at the case study hospital, the satisfaction of nursing staff worked less than 1 year and more than 10 years higher than 3-5 years and 5-10 years. The relationship between the demographic attributes of nurses and medical humanities education, or the relationship between the demographic attributes of nurses and the willingness to stay, regardless of the seniority and the years worked at the case study hospital, the satisfaction of nursing staff worked less than 1 year and more than 10 years higher than 3-5 years and 5-10 years as well. In the Pearson correlation analysis, the correlation between Maslow''s demand level, medical humanities education and retention intention is expressed. The willingness to stay is moderate positively correlated with physiological needs, safety requirements, “love and affiliated needs” and self-esteem demand. The needs of Self-actualization, the needs of Over-self-actualization and medical humanities education showed a high degree of positive correlation.
From the in-depth interviews to understand that most people first think that the reasons for nursing staff leaving their jobs are marriage or family factors; reasons related to the workplace atmosphere is the second place; sense of accomplishment is in 3rd place. In the improvement strategies of the respondents, most people suggested that the spiritual incentive to enhance the retention of nursing staff; followed by the flexibility in providing further studies and training; third to reduce the workload and raise monetary reward.
This study found that Maslow''s demand hierarchy theory, the physiological needs is not the first reason for leaving the job, the needs of Self-actualization and the needs of Over-self-actualization such as: a sense of accomplishment and working environment is the most important factor. The study also found that the case study hospital in the medical humanities education promoted the relevant activities, the subtle effects of Newcomer’s Love camp, Rural area medical care, Volunteer services, the Full person medical care and the Outreach medical care, etc. might activated nurse staff’s spiritual power. This study suggests that, in the case of nursing staff retention measures, provide some of the regular day shift system, provide a solid new basic education and training, to cultivate a working environment for lifelong learning; tailored a promotion path; to strengthen the communication skills of clinical instructors and head nurse; fund a further study loans are to improve the retention of nursing staff. In the area of medical humanities education, it is recommended to adjust the training as the necessary teaching activities under the official leave, the appropriate hours of medical humanities education, tailor different educational programs for different groups (especially for the groups of 3-5 years and 5 - 10 years worked in the case study hospital) would be easier accepted by nursing staff.
|
|---|
