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| Title: | 照顧服務員之工作能力、工作滿意度與留任意願的相關性研究-以台中市住宿型長期照護機構為例
The Association of Work Capability, Job Satisfaction, and Intention to Stay among Nursing Aides in Long-Term Residential Care Facilities of Taichung |
| Authors: | 賴羿儒
LAI, I-JU |
| Contributors: | 健康產業管理學系長期照護組碩士在職專班 |
| Keywords: | 照顧服務員;工作能力;工作滿意度;留任意願
Nursing Aides;Work Capability;Job satisfaction;Intention to Stay |
| Date: | 2020 |
| Issue Date: | 2020-04-06 06:48:38 (UTC+0) |
| Publisher: | 亞洲大學 |
| Abstract: | 背景：
台灣受到高齡化及少子化的影響，扶養負擔持續加重，使得長期照護需求逐年提升。照顧服務員(以下簡稱照服員)為長期照顧服務的第一線人員，人力需求相對增加，然而照服員因專業形象、薪資水準及職涯發展誘因不佳等因素，造成人力短缺及現職人員留任意願低等困境，如何提升留任意願以維護照護品質，是長期照護發展的重要議題。
目的：
瞭解影響長照機構照服員之「工作能力」、「工作滿意度」及「留任意願」之相關因素，並進一步探討長期照護機構照服員「工作能力」、「工作滿意度」與「留任意願」間的相關性。
方法：
本研究採橫斷式研究，以台中市26所護理之家及15所老人福利機構的照服員為研究對象，透過結構式問卷進行量化調查與分析，運用SPSS 22.0進行描述性統計分析、獨立樣本t檢定、單因子變異數分析、皮爾森相關分析、複迴歸分析及階層迴歸分析。
結果：
本研究共發放383份問卷，最後共有333份問卷納入分析，回收率87%。工作能力構面中工作倫理能力分數最高，自我成長能力分數最低。整體工作能力迴歸模型中，教育程度為高中職、機構類別屬護理之家、工作時段在早上8點到下午4點的照服員有較高的工作能力(p<0.05)；整體工作滿意度迴歸模型中，老人福利機構的照服員的工作滿意度較護理之家的照服員低(p=0.03)。「工作能力」、「工作滿意度」與「留任意願」三者間的複迴歸分析中，提升人際溝通能力、健康促進與安全維護能力、自我成長能力及提高薪資大於3萬時，有助於提升整體工作滿意度(p<0.05)；提升工作倫理能力與自我成長能力，能提升留任意願(p<0.05)；提升內在滿意度、外在滿意度及休假8天以上均有助於提高留任意願(p<0.05)。階層迴歸分析中，「工作能力」與「工作滿意度」均正向且顯著地影響「留任意願」，且「工作滿意度」在「工作能力」與「留任意願」間存在著中介效果。
結論：
提升工作能力，可提升工作滿意度，而提升工作滿意度亦可以提升留任意願，建議相關單位在進行照服員培訓時，增加專業技術實作課程，並在課程中帶入一些長照政策及趨勢發展，提升照服員自我成長能力。提升留任意願時，建議從工作能力著手，較佳的工作能力所帶來較好的照顧品質，使得住民或家屬給予肯定、讚賞、成就感，間接提升工作滿意度，對留任意願也有良好的影響。
Background:
Due to the effect of aging society and low birth rate in Taiwan, the burden of caring for the elderly and disabled continues to increase. The demand of nursing aides, as the first-line care providers of long-term care service is growing rapidly. However, due to the poor professional image, income, career incentive and other factors have led to a high turnover rate and shortage in the supply of nursing aids. As a result, the issue of improving their intention to stay is crucial to long-term care service quality.
Objective:
To investigate the factors influencing work capability, job satisfaction and intention to stay among a group of long-term nursing aides in Taichung and the related factors.
Method:
This study adopted a cross-sectional approach to collect information on nursing aides from 26 nursing homes and 15 elderly welfare institutions in Taichung. SPSS 22.0 was used for descriptive statistical analysis, independent sample t-test, one-way ANOVA analysis, Pearson’s correlation analysis, multiple and hierarchical regression analysis.
Results:
A total of 383 copies of questionnaire were distributed and 333 of them were returned, yielding a 87% response rate. In the regression model of overall work capability, the nursing aides, who had high school education background, worked in nursing homes and working on the day hours (from 8 a.m. to 4 p.m.) showed higher work capability (p < 0.05). As for job satisfaction, the regression model showed that nursing aides in elderly welfare institutions were less satisfied than those in nursing homes (p = 0.03). In the multiple regression analysis of "work capability", "job satisfaction" and "intention to stay", improving interpersonal communication, health promotion and safety maintenance, self-growth and income of more than 30K would help to improve overall job satisfaction (p < 0.05), improving work ethics, and self-growth would improve intention to stay (p < 0.05). Improving internal satisfaction, external satisfaction and more than a 8-day paid vacation per month were also all helpful to improve the intention to stay (p < 0.05). In the hierarchical regression analysis, “work capability” and “job satisfaction” were positively and significantly influencing “intention to stay”, as “job satisfaction” plays a moderating effect on “work capability” and “intention to stay”.
Conclusion:
Improving work capability could improve job satisfaction, which further improved intention to stay. It is recommended that authority, during training of nursing aides, should increase professional practical courses, including some long-term care policies and the industrial development to encourage self-growth of these nursing aides. In order to improve the intention to stay, it is suggested to start with work capability, as better work capability tends to lead to better care quality, allowing residents or families to appreciate and build up a sense of achievement, which indirectly improves job satisfaction, posing a positive influence on intention to stay. |
| Appears in Collections: | [長期照護組] 博碩士論文
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