臺灣博碩士論文加值系統

背景與目的：在現行護理人員教育訓練中，交叉訓練是加強護理人員能力常見的一種訓練方式。根據研究指出，透過交叉訓練，除了使員工工作豐富化之外，進一步能激勵員工達成或保持績效的目標。但是將一個原本熟練於自己工作的員工派調去不熟悉的單位，從事不熟悉的工作，員工可能會因種種的不熟悉而產生工作效率或是工作士氣低落。
材料與方法：本研究是探討護理人員交叉訓練與工作績效之關係，並想了解透過自我效能的觀點，是否能影響人員交叉訓練成效。依據Bandura所提出的社會認知理論為基礎，研究包含護理交叉訓練、護理自我效能、護囑自我效能、工作績效等4個構面，採便利抽樣並利用結構式問卷進行資料收集，研究對象為中、南部某國軍醫院接受過交叉訓練之護理人員。
結果與結論：本研究共發放160份問卷，回收有效問卷160份，回收率達100%。研究結果顯示分析結果顯示護理交叉訓練、護理自我效能及護囑自我效能呈現正相關，且護理自我效能、護囑自我效能與工作績效亦呈現顯著正相關。

Background and Purpose: In current nursing education and training practices, cross training aims to strengthen the competence of nursing staff. According to the literature, cross-training can motivate staff to achieve or maintain job performance in addition to diversifying staff’s jobs. However, transferring skilled staff to unfamiliar units may lower their performance or even morale.
Materials and Methods: The purpose of this study was to investigate the relationship between nursing staff’s cross-training and their job performance from the lens of self-efficacy. Based on the Theory of Social Cognitive by Bandura, the research model includes four constructs including cross-training, nursing self-efficacy, nursing information systems self-efficacy, and performance. Convenience sampling was adopted to collect data. The study subjects are nursing staff who have experienced cross-training from the military hospitals in central and southern part of Taiwan.
Results and Conclusions: A total of 160 questionnaires was sent out and 160 useful questionnaires were collected, resulting in a valid response rate of 100%. The analysis results revealed that cross-training significantly and positively correlated with nursing self-efficacy and nursing information systems self-efficacy, respectively. Nursing self-efficacy and significantly and nursing information systems self-efficacy positively correlated with performance.

壹、緒論 1
一、研究背景 1
二、研究動機 2
三、研究目的與問題 3
（一）研究目的 3
（二）研究問題 3
四、研究貢獻 3
五、研究流程 4
貳、文獻探討 5
一、社會認知理論 5
二、自我效能 7
（一）自我效能定義 7
（二）自我效能與績效 9
（三）護理自我效能及護囑系統自我效能 10
三、交叉訓練 11
（一）交叉訓練之意義 11
（二）交叉訓練之利弊與相關影響因素 14
四、工作績效 16
（一）工作績效之定義 16
（二）工作績效與交叉訓練之相關研究 19
（三）工作績效評估方式 19
參、研究方法 22
一、研究架構 22
二、研究假說 22
（一）護理交叉訓練對工作績效的影響 22
（二）護理交叉訓練對自我效能的影響 23
（三）自我效能對工作績效的影響 23
三、研究變數定義、衡量與問卷設計 25
（一）研究變數定義 25
（二）問卷設計 26
（三）專家效度 27
四、問卷抽樣與回收 28
五、資料分析方法 29
肆、資料分析 31
一、 基本資料分析 31
(一)人口學統計 31
(二)人口學與護理交叉訓練、護理自我效能、護囑系統自我效能及工作績效之差異 32
二、統計假設檢定 38
（一）常態分配檢測 38
（二）共線性診斷 40
（三）離群值 41
三、探索性因素分析 45
四、衡量模式 47
五、結構模式 50
六、中介分析 52
伍、結果與討論 53
一、研究結果與討論 53
（一）人口學對護理交叉訓練、護理自我效能、護囑系統自我效能及工作績效之差異分析 53
（二）護理交叉訓練對工作績效之影響 54
（三）護理交叉訓練對護理自我效能之影響 55
（四）護理交叉訓練對護囑自我效能之影響 56
（五）護理自我效能對工作績效之影響 56
（六）護囑系統自我效能對工作績效之影響 57
陸、結論與建議 58
一、結論 58
二、研究建議 59
（一）成就實現 59
（二）替代經驗 59
（三）言語說服 59
（四）自我覺知 60
三、研究限制 60
四、未來研究方向 60
參考文獻 61
中文部分 61
英文部分 63
附錄I 研究問卷 67
附錄II 專家效度 70
附錄III同意臨床試驗證明書 73

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