The Study of Organizational Climate, Occupational Stress, Stress Adaptation Perception and Intent to Stay at Work for Nurses in Operating Room.

• Main Authors: LIOU, SHIANG-CHI, 劉湘琪
• Other Authors: LU, HSUEH-YI
• Format: Others
• Language: zh-TW
• Published: 2017
• Online Access: http://ndltd.ncl.edu.tw/handle/rvv6a9

碩士 === 國立雲林科技大學 === 工業工程與管理系 === 105 === The nursing environment loss of human resources is worsening, especially as operating room nursing staff who work in high pressure, high professional and high turnover rate. This study was conducted to research 215 case from the operating room nursing staff of seven hospitals in the central and southern regional. The purpose of this study was to evaluate the effectiveness of the nursing environment, like organizational climate on the degree of stress, and the pressure adjustment of perception and retention of the relevance, those are important factors for hospital managers to implement the policy basis. The study concluded as below: a.The staff will remain when hospital organization climate is better, the feeling of the degree of work pressure is low. But do not think that organizational climate can improve work efficiency and the work of the anti- pressure.The staff retention is reduced when high work pressure, more agree with the organizational climate can help improve the efficiency of work and anti-stress b.The higher willingness to stay reason is that you can tell your thoughts and feelings and get the support needed between your colleagues, on the other hand, unreasonable demands or accusations, contact with contagious patients ( such as scabies, AIDS, MRSA ), the lower willingness to stay. c.Feel the best of the top five of organizational climate for operating room nurses were: 1.To play their own profession. 2.Nursing will take the initiative to care for colleagues, attention to human nature management. 3.Work has a reasonable assignment, if not can also be coordinated 4.The atmosphere of harmony between colleagues. 5.Be proud of being the nursing staff in different department. The most not be recognized as the top three were: 1.There is an invisible pressure so that work is trembling. 2.The colleagues who work in same department do not have loyalty and sense of belonging. 3.Rewards received by colleagues are proportional to encouragement and work performance. d.The feelings to the operating room nurses work stress level of the top five of the most were: 1.Contact with contagious patients. 2.Inhalation of the risk of smoke or radiation exposure from a burner. 3.Needs work in shifts on holiday or stay at home on standby. 4.Participate in more complex or unfamiliar procedures. 5.The face of major surgery or patient instability. ( such as large blood loss, first aid ) e.The age of 31-35 nursing staff feel the lowest evaluation organizational climate and the age of 26-30 nursing staff feel the highest degree of job stress so that the willingness to stay is the lowest f.In the 3-5 years of their work experience feel highest degree of pressure, they also can be helpful to the work of organization of the climate. However, the evaluation of organizational climate is the lowest and the willingness to stay is the lowest. g.The organizational climate of Medical Center has a significantly higher than Regional Hospitals, also the lower job stress make nursing staff willing to stay. h.The operation climate of the Surgical Division is better than No Division. Keywords: Organizational climate, Retention, Job stress, Operating room nurses