臺灣博碩士論文加值系統

背景：全球護理人力短缺將在未來10到20年內發生，也就是預計2030年，全球護理人員短缺可能達到760萬人。因此護理人員離職與留任是影響全球組織的關鍵問題。護理人員輪班工作時，可能會面臨工作與家庭間的衝突，也可能影響留任意願，因此，排班彈性度常被使用於當代員工在繁忙日常生活中的解決方案，尤其需要輪班工作且有工作家庭衝突的護理人員來說可能會是特別重要的。
研究目的：本研究的目的在探討排班彈性度對護理人員工作家庭衝突的影響、對情感性專業承諾和留任意願的影響程度，以及持續性專業承諾和規範性專業承諾對留任意願的影響。
研究方法：本研究採用橫斷面研究設計，採用群集隨機抽樣，以台灣北部某醫學中心護理人員為研究對象（N = 206）。研究工具內容包含排班彈性度量表、工作家庭衝突量表、專業承諾量表、離職意願量表與基本資料表。以IBM SPSS 21版及LISREL進行資料統計分析，以驗證各項假設。
研究結果：本研究結果顯示 (1)護理人員排班彈性度與工作家庭衝突呈顯著負向關係(β = -0.22, t = -3.08, p < 0.01)；(2)工作家庭衝突與留任意願並無相關性(β = -0.05, t = -0.78, p = 0.22)；(3)工作家庭衝突與情感性專業承諾呈顯著負向關係(β = -0.29, t = -4.24, p < 0.001)；(4)情感性專業承諾(β = 0.28, t = 3.66, p < 0.001)、持續性專業承諾(β = 0.32, t = 4.72, p < 0.001)和規範性專業承諾(β = 0.22, t = 3.13,p < 0.01)與留任意願呈顯著正向關係。
結論：排班彈性度會透過工作與家庭衝突影響護理人員的情感性專業承諾。此外，工作家庭衝突雖然不會直接影響留任意願，但會經由情感性專業承諾影響護理專業人員的留任意願，由此可以顯示出情感性專業承諾對於護理人員持續留任於組織或護理專業的重要性。建議未來研究與臨床實務透過調整排班彈性度，減輕護理人員工作家庭衝突，以緩解護理人員短缺之問題，並增進護理人才留任。

Background. The global shortage of nursing manpower will occur within the next 10-20 years. That is, in 2030, the shortage may reach 7.6 million. Therefore, nurse turnover and retention is a key issue for global organizations. Nurses with work shifting may face the conflict between their work and family, and may also affect nurses’ intention to retention. Schedule flexibility is often a solution for contemporary employees in their busy daily lives. It may be the possible solution for nurses who face work-family conflict in shifts.
Aims. This study aims to examine the structural construction among scheduling flexibility, working-family conflict, professional commitment and intention to stay.
Methods. This study used a cross-sectional design and cluster random sampling. Participants were 206 nurses in a medical center in northern Taiwan. Measurements contain of Schedule Flexibility Scale, Working-Family Conflict Scale, Professional Commitment Scale, Turnover Intension Scale, and Demographics. IBM SPSS 21 and LISREL were used to examine the hypotheses.
Results. Schedule flexibility was significantly negatively related to work-family conflict (β = -0.22, t = -3.08,p < 0.01). However, there was no correlation between work-family conflict and intention to stay (β = -0.05, t =-0.78, p=0.22). Work-family conflict was significantly negatively related to affective professional commitment(β = -0.29, t = -4.24, p < 0.001). Affective professional commitment (β = 0.28, t = 3.66, p < 0.001), continuance professional commitment (β = 0.32, t = 4.72, p < 0.001) and normative professional commitment (β = 0.22, t = 3.13, p < 0.01) had a significant positively related to intention to stay. All model fit index were acceptable.
Conclusions. Schedule flexibility is negatively associated with affective professional commitment through work and family conflicts. In addition, work-family conflicts were affected intention to stay through affective professional commitment. However, work-family conflicts did not directly affect nurses' retention. The findings indicated that affective professional commitment is an important factor on nurses’ intention to stay, both in the organization or nursing profession. This study recommends schedule flexibility for reducing nurse’ work-family conflicts in future studies and clinical practice, alleviating the shortage of nurses and enhancing nursing professional retention.

口試委員會審定書 i
致謝 ii
摘要 iii
ABSTRACT iv
圖目錄 viii
表目錄 ix
第一章 緒論1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 滿溢理論 6
第二節 排班彈性度 7
第三節 工作家庭衝突 12
第四節 留任意願 15
第五節 專業承諾 16
第七節 研究架構 21
第三章 研究方法 22
第一節 研究設計 22
第二節 研究場所與研究對象 23
第三節 名詞界定與操作型定義 23
第四節 研究工具 26
第五節 資料統計與分析 27
第四章 研究結果 28
第一節 描述性統計分析(descriptive statistics analysis) 28
第二節 推論性統計 36
第三節 結構方程模型(structural equation modeling, SEM) 41
第五章 討論 56
第六章 結論與建議 61
參考資料 64
附件一 臺大醫院研究倫理委員會核准函 84
附件二 排班彈性度問卷使用授權書 87
附件三 工作家庭衝突問卷使用授權書 88
附件四 專業承諾問卷使用授權書 89
附件五 離職意願問卷使用授權書 90

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