| Summary: | 碩士 === 國立臺北護理健康大學 === 健康事業管理研究所 === 106 === Background: In recent years, there has been a trend toward a younger child and an aging society. The increasing demand for long-term care has made the medical care market in Taiwan more competitive. Conversely, nursing practicing rate is less than 60% (58% in 2016) and nearly half of those with professional licenses are reluctant to work in the workplace according to the manpower statistics of Taiwan nursing staff announced by Taiwan Union of Nurses Association (TUNA). Nursing care providers and demanders have become serious health care problems in Taiwan under the imbalance of supply and demand. Therefore, it is worth to discuss whether 2014 Maternity Protection Act in the workplace is related to the tendency of nursing job market.
Objective: The study purpose is to understand the status of the Maternity Protection Act and the main difficulties in female registered nursing staff, and then explore the relationship between female registered nursing staff status and Maternity Protection Act.
Methods: Systematic literature reviews about the PUBMED and Airiti Library electronic databases was conducted, a total of 16 eligible literatures after the inclusion and exclusion criteria were analyzed according to World Health Organization (WHO) comprehensive workplace promotion model 5 constructs. By using secondary group data published by TUNA in 2012-2016, yearly trends analysis of correlation coefficients and linear regression were applied to evaluate the relationship between 2014 Maternity Protection Act and factors such as nursing practicing rate, turnover rate, rate of shortage, and recruitment difficulties including a percentage change in the comparison of 2014 data.
Results: The 3 leading constructs distributions of 16 literatures related to Maternity Protection Act with WHO comprehensive workplace health promotion model constructs were policies and programs (9 articles), personal health resources (8 articles) and physical work environment (8 articles). According to registered nursing staff status during 2012-2016, no matter in terms of the overall number of registered nursing staff, the number of female registered nursing staff, and nursing practicing rate, there was a yearly upward trend; but turnover rates, rate of shortage, and recruitment difficulties showed declining trends yearly. The higher turnover rate was, the higher recruitment difficulties and rate of shortage with yearly trends; however, no obvious yearly correlation between nursing practicing rate and each of turnover rate, recruitment difficulties, and rate of shortage. Nevertheless, percentage changes before and after the implementation of 2014 Maternity Protection Act, turnover rate and each of recruitment difficulties and rate of shortage had high strength of association; nursing practicing rate and each of turnover rates, recruitment difficulties and rate of shortage were also strongly related. So that the implementation of Maternity Protection Act and female registered nursing staff status had a certain relationship.
Conclusion: Many policies have positive effects on improving the medical environment; and for female nursing staff at Maternity Protection Stage, the fit goodness of the work schedule should be ensured to support both nurturing and work-oriented balance. It is now particularly expected that the government will set the standard and penalties, the enterprises will provide counseling support mechanisms, the policies and enterprises social responsibility will be implemented as the goal, and female in the workplace will have workplace equality and healthy working environment following Maternity Protection Act incorporated into Occupational Safety and Health Act.
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