台北區指定應變醫院護理人員對新興傳染病照顧意願相關因素之探討

Abstract

目的：探討台北區指定應變醫院護理人員對新興傳染病照顧意願相關因素。方法：為橫斷性研究設計，於2021年7至8月對台北區應變（區域）醫院執業滿三個月之臨床護理人員共255位進行結構式問卷調查，包含個人屬性資料、護理人員專業承諾量表、自我效能量表、照顧態度量表及照顧意願以單因子變異數分析、相關係數與迴歸進行資料分析。結果：護理人員對於新興傳染病的照顧意願得分平均為6.7（標準差為2.55）其中與工作單位及是否有參與實務演練課程有統計上顯著差異；而護理人員專業承諾與照顧意願（相關係數為0.26，p＜.01）、自我效能與照顧意願（相關係數為=0.20，p＜.01）、照顧態度中的行為信念與照顧意願（相關係數為0.30，p＜.01）、照顧態度中的結果評價與照顧意願（相關係數為0.27，p＜.01）皆呈現低度正相關。廻歸分析結果，控制人口學變項後工作單位、專業承諾、照顧態度之行為信念構面，能一同解釋研究對象意願總變異量34.2%且皆達統計顯著差異。結論：護理人員六成以上都有照顧意願但研究發現其專業承諾量表平均值3.34較低（使用五分制），現今醫療及照護環境迅速改變，醫院面臨健保給付及護理人員流動或畢業後不想從事護理工作之問題，研究發現工作滿意度與專業承諾有正相關，而且工作滿意度與專業承諾的得分高低也隱含護理人員離開組織或是專業職場的預測力，且以目前世代之同仁重視歸屬感及希望被重視，積極提供護理人員成長空間與機會並同理工作表現給予適度的激勵及支持環境以提昇忠誠度及穩定度，促使護理人員有繼續為護理專業努力的意願。  Objective: To evaluate on the factors related to the willingness of nurses to take care of emerging infectious diseases in designated emergency hospitals in Taipei. Methods: Designed for a cross-sectional study, a structured questionnaire survey was conducted on a total of 255 clinical nursing staffs who had been practicing for three months in a designated (regional) hospital in Taipei from July to August 2021, in-cluding demographic attributes and nursing staff The professional commitment scale, self-efficacy scale, care attitude scale, and willingness to care were analyzed by single factor variance analysis, correlation coefficient and regression. Results: The average score of nursing staff’s willingness to care for emerging infectious diseases was 6.7 (standard deviation 2.55), which was statistically significantly different from their work units and whether they had participated in practical training courses; while nurses’ professional commitment and willingness to care (r = 0.26，p＜.01), self-efficacy and willingness to care (r = 0.20, p＜.01), behavioral beliefs and will-ingness to care (r =0.30, p＜.01) in care attitudes, results in care attitude Both evalua-tion and willingness to care (r =0 .27, p＜.01) showed a low degree of positive corre-lation. Based on the analysis results, the behavioral belief dimensions of work unit, professional commitment, and care attitude after controlling for the demographic changes can explain 34.2% of the total variation of the study subjects’ willingness and all reach statistically significant differences. Conclusion: More than 60% of nursing staff have the willingness to take care, but the study found that their professional commitment scale average is low as 3.34 (by Liker’s method). Nowadays, the medical and nursing environment is changing rapidly. The hospital is facing the problem of health insurance payment and nursing staff turnover or not wanting to engage in nursing work after graduation. The study found that job satisfaction and professional commitment are positively correlated, and the scores of job satisfaction and profes-sional commitment also imply the predictability of nursing staff to leave the organiza-tion or professional workplace. In view of the current generation’s emphasis on be-longing and the desire to be valued, nursing staff are actively provided with space and opportunities for growth and are given appropriate motivation and support environ-ment to enhance their loyalty and stability in line with their performance, which will encourage nursing staff to continue to work hard for the nursing profession.