臺灣博碩士論文加值系統

護理人員人力短缺問題隨著醫療環境的轉變日益嚴重，其為提供醫療服務人數中最多的專業人員，因勞動條件低落導致人力長期缺乏，職前訓練不足、超時工作、薪資福利與獎勵不足等問題紛紛引起護理人員產生相對剝奪感，進而群起遊行抗議，心理壓力和工作倦怠等個人反應亦可能隨之增加，故台灣的護理人員離職率偏高，在此情況下本研究目的為探討相對剝奪感與工作倦怠對離職傾向的影響，採用橫斷面研究設計，使用量表做為衡量工具，並以臺中區域之護理人員為研究對象，採取立意抽樣調查法，有效問卷為129份，再經由敘述性統計、t檢定、單因子變異數分析及迴歸分析來驗證研究假設。
研究分析結果發現，性別及年齡變數與相對剝奪感有顯著差異，然而階層迴歸分析結果顯示將性別、年齡、婚姻狀況、教育程度、工作時數及角色衝突等變數控制後，工作倦怠產生部分中介效果，亦為相對剝奪感會透過工作倦怠影響離職傾向，且相對剝奪感對離職傾向的影響較工作倦怠為大。其研究結果可供醫療機構管理者了解護理人員相對剝奪感之重要性，持續推動護理執業環境的改善，透過減輕其相對剝奪感及工作倦怠，來降低離職傾向，並減少離職率，以留住優秀的護理人員為主要目的，進而符合醫療機構評鑑對於護理人力及其離職率之標準，且保障民眾就醫之醫護品質。

The shortage of nursing labor has becoming a serious problem with the change of the medical environment. It is known that the number of nursing staffs has the largest proportion among medical staffs. Because of the poor working environment, lack of pre-job training, overtime working and poor salaries and benefits, nursing staffs usually feel the relative deprivation and great psychological pressure, so that the job burnout even a demonstration against would appear, which could stimulate the growth of turnover rate of Taiwanese nursing staffs.
In this paper, the effects of relative deprivation and job burnout to turnover intention are explored. The cross-sectional study is applied to observe and compare the subjects'' psychological or physiological conditions with different ages at the same time. The purposive sampling method is taken up to select the research objects from Taichung. Descriptive statistics analysis, t-test, one way ANOVA and hierarchical multiple regression analysis are used to verify the hypothesis, with the data from 129 valid questionnaires.
The results show that: (1) there are significant differences between gender and age, respectively, and relative deprivation; (2) under controlling the variables in gender, age, marital status, level of education, working hours and role conflict, mediated effects generated by job burnout partially, that is job burnout is the mediator between relative deprivation and turnover intention; and (3) what’s more, relative deprivation has a stronger influence on the turnover intention than job burnout.
The conclusions could be used by the managers of medical institutions to understand the importance of relative deprivation for nursing staffs, which could improve the working environment. Managers of medical institutions should spare no effort to reducing nursing staffs’ relative deprivation and job burnout, so that turnover intention would be greatly reduced. Moreover, it will make a great contribution to guarantee the hospital quality.

目錄
摘要 I
ABSTRACT II
目錄 III
表目錄 IV
圖目錄 V
第壹章、緒論 1
第一節 研究背景 1
第二節 研究問題 4
第三節 研究目的 5
第貳章、文獻探討 6
第一節 相對剝奪感 6
第二節 工作倦怠 9
第三節 離職傾向 13
第四節 研究假設之發展 15
第叄章、研究方法 19
第一節 研究架構與假設 19
第二節 研究變數之衡量 20
第三節 研究對象 25
第四節 資料分析 25
第四章、研究結果與討論 28
第一節 樣本描述 28
第二節 信度分析 33
第三節 差異性分析 38
第四節 相關分析 55
第五節 多元階層迴歸分析 57
第五章、結論與建議 59
第一節 結論及實務意涵 59
第二節 研究限制及建議 63
參考文獻 64
附錄一:研究問卷 71

表目錄
表4-1 基本資料分析-性別 28
表4-2 基本資料分析-年齡 29
表4-3 基本資料分析-婚姻狀況 29
表4-4 基本資料分析-教育程度 29
表4-5 基本資料分析-執業執照 30
表4-6 基本資料分析-工作職別 30
表4-7 基本資料分析-工作職稱 30
表4-8 基本資料分析-工作單位 31
表4-9 基本資料分析-臨床工作年資 31
表4-10 基本資料分析-每月薪資 32
表4-11 樣本之基本特性統計-連續性資料 32
表4-12 工作倦怠之信度分析表 33
表4-13 相對剝奪感之信度分析表 35
表4-14 角色衝突之信度分析表 36
表4-15 離職傾向之信度分析表 37
表4-16 性別變數之獨立樣本T 檢定 38
表4-17 年齡變數之單因子變異數分析 39
表4-18 婚姻狀況之單因子變異數分析 41
表4-19 教育程度之單因子變異數分析 42
表4-20 執業執照之單因子變異數分析 43
表4-21 工作職別之單因子變異數分析 44
表4-22 工作職稱之單因子變異數分析 45
表4-23 工作單位之單因子變異數分析 47
表4-24 臨床工作年資之單因子變異數分析 50
表4-25 每月帄均薪資之單因子變異數分析 53
表4-26 研究變數之偏相關矩陣 56
表4-27 研究變數之多元階層迴歸分析 58
表5-1 研究假設驗證結果整理表 59

圖目錄
圖2-1 相對剝奪感之經歷 7
圖2-2 CROSBY 相對剝奪理論之概念圖 8
圖2-3 工作倦怠過程的模型 11
圖3-1 研究架構 19

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