臺灣博碩士論文加值系統

本研究旨在探討不同學歷之護理人員在各職階的離職與晉升所需時間，應用吸收性馬可夫鏈建立不同學歷護理人員流動率預測模型，計算護理人員停留在各職階的數量、機率及停留時間，並用以預測未來各職階的護理人員數量。
研究結果發現N2級護理人員平均停留過長且晉升人數過少，及N2級以下護理人員離職率亦過高；專科學歷忠誠度較高，但大學學歷晉升速度較快。本研究發現可提供相關行政管理單位與醫療機構，培育人才、制定不同職階之留任及晉級輔導措施之規劃參考。

This study aimed to explore the different academic of nursing staff separations and the time required for promotion at all lob levels. The different academic forecasting models of nursing’s mobility were established by applying of absorbing Markov Chain. The quantity, probability and residence time of nursing staff in the job level to stay was calculated, and used to forecast future of the job level of the number of nursing staff.
The results showed that the average N2-level nurses to stay too long and the small number of promotions. The turnover rate of the nursing staff below the level of N2 was too high. The specialist qualifications of nursing staff had higher loyalty. However, university education of nursing staff had a faster promotion rate. The study found could provide the planning references for the administrative units and medical institutions, nurturing talents and development of counseling initiatives for retention and promotion, in the different job level.

中文摘要　．．．．．．．．．．．．．．．．．．．．．． i
英文摘要　．．．．．．．．．．．．．．．．．．．．．． ii
致謝　．．．．．．．．．．．．．．．．．．．．．．．． iii
目錄　．．．．．．．．．．．．．．．．．．．．．．．． iv
表目錄　　．．．．．．．．．．．．．．．．．．．．．． vi
圖目錄　　．．．．．．．．．．．．．．．．．．．．．． vii
第一章　　緒論．．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究背景與動機．．．．．．．．．．．．． 1
　　第二節　　研究問題與目的．．．．．．．．．．．．． 3
　　第三節　　研究範圍與限制．．．．．．．．．．．．． 5
第二章　　文獻回顧．．．．．．．．．．．．．．．．．． 6
　　第一節　　區域醫療產業現況及護理人力資源運用．．． 6
　　第二節　　影響護理人員留任的因素．．．．．．．．． 8
　　第三節　　台灣護理進階制度設計．．．．．．．．．． 10
第三章　　馬可夫鏈人力供給模式之建構．．．．．．．．． 14
　　第一節　　吸收性馬可夫鏈．．．．．．．．．．．．． 15
　　第二節　　護理人力供給模式．．．．．．．．．．．． 16
第四章　　護理人力供給預測．．．．．．．．．．．．．． 20
　　第一節　　界定轉移狀態．．．．．．．．．．．．．． 20
　　第二節　　建立起始向量．．．．．．．．．．．．．． 21
　　第三節　　建立列聯表．．．．．．．．．．．．．．． 21
　　第四節　　求算轉移機率矩陣．．．．．．．．．．．． 23
　　第五節　　求算各狀態供給人數．．．．．．．．．．． 26
第五章　　結論與建議．．．．．．．．．．．．．．．．． 36
　　第一節　　結論．．．．．．．．．．．．．．．．．． 36
　　第二節　　建議．．．．．．．．．．．．．．．．．． 39
參考文獻　．．．．．．．．．．．．．．．．．．．．．． 42

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