| Summary: | 碩士 === 中臺科技大學 === 醫療暨健康產業管理系碩士班 === 107 === Background and Purpose: A shortage of medical staff has occurred as medical institutions try to reduce the cost of manpower in response to various health insurance payments. Effective leadership style can improve employee job satisfaction and reduce turnover, so as to reduce the cost of hospital recruitment and training, and improve the quality of nursing care. The purpose of this study is to investigate the relationship between perceived leadership style, job satisfaction and turnover intention of nursing staff in a public hospital in central Taiwan.
Method: This study adopted a structured questionnaire survey method, and took the nursing staff of a public hospital in the central region as the subjects. After the IRB, 281 questionnaires were issued, and 276 copies were effectively recovered (recovery rate 98.2%). Research tools included the descriptive and inferential statistical analysis with SPSS version 18.0 for the basic data, perceived leadership style, job satisfaction and turnover intention.
Results: (1) Most subjects were with university degree (54.3%), married (58.7%), senior nurses (88.8%), and contract employees (74.6%), and the average age was 35±7.6 years, and the average seniority was 6.7±6.22 years. (2) Nursing staff felt high level of leadership style and job satisfaction, and the turnover intention was moderate. (3) The scores of levels of the nursing staff’s perceived leadership style were in the order of “system” and “compassionate”, while the scores of levels of job satisfaction were in the order of “superior satisfaction”, “intrinsic satisfaction” and “external satisfaction”. (4) The satisfaction of nursing staff in the hourly salary system was significantly higher than that of public and contract employed. (5) The higher the age of the nursing staff and the more the children they have, the lower their turnover intention. (6) The high level of compassion and system in the nursing staff’s perceived leadership style had a positive correlation with job satisfaction. (7) The high level of compassion and system in the nursing staff’s perceived leadership style had a negative correlation with the turnover intention. (8) The job satisfaction of nursing staff had a significant predictive power on turnover intention.
Conclusion: If the nursing staff’s perceived leadership style is high compassion and high system, job satisfaction will be higher and turnover intention will be lower. The nursing supervisor shall give encouragement and concern to the colleagues in a timely manner to maintain the harmony of the working environment; appropriate assignments should be made to senior nursing colleagues of different levels and rewards should be provided in a timely manner, so as to improve the job satisfaction of nursing staff and reduce the turnover intention and seek the work stability of nursing staff to improve the overall quality of nursing care.
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