[[alternative]]A Study of Nursing Staff Turnover Intention in Long-term Care Institutions based on Multivariable Investigation Method

[[abstract]]高齡海嘯來臨，人口老化日益嚴重，長期照護需求隨之升高，然而長期照護服務人力的供應卻遠遠跟不上需求量的快速增長，照護人員的流失率是令人擔憂的全球問題，如何留任照護服務人員，是所有長期照護機構的重要挑戰。本研究主旨為以多重影響因子探討長期照護機構照護人員離職傾向之相關性因素，針對台灣北部地區長期照護機構之照護人員作為研究對象，發放專業量表進行橫斷式問卷調查，探討人口學特徵、工作自我效能、資訊系統有用性、工作滿意度、工作壓力、工作投入、工作績效及離職傾向之間的影響性。本研究共計發放100份問卷，回收之有效問卷共計94份，根據研究結果發現：(1)長期照護機構照護人員的人口學特徵(性別、學歷、職位、服務年資及平均月收入)對工作自我效能、資訊系統有用性、工作滿意度、工作壓力、工作投入、工作績效及離職傾向具有顯著差異。(2)工作滿意度、工作壓力及工作投入對離職傾向具有顯著影響。(3)在所有變項中以工作滿意度對離職傾向的負向影響程度最大，顯示工作滿意度是影響長期照護機構照護人員離職傾向的最大因素，其次為工作壓力及工作投入。本研究結果顯示重視長期照護機構照護人員對於工作的滿意、壓力及投入程度，是能有效降低照護人員離職率的重要指標，且當照護人員對於自我工作有較高的滿意度，其在工作上的表現也會越佳。故長期照護機構應致力於改善照護人員的工作滿意度、工作壓力及工作投入，以降低人員離職率，提升整體工作效能，為照護人員及機構住民提供更良好的照護環境，進而提升整體機構的照護服務水準。[[abstract]]With the advent of the era of population aging, related issues on the topic have greatly increased. Although the demand for long-term care is increasing, the supply of long-term care service manpower has failed to keep up with the rapid growth in demand, and the high turnover rate of caregivers is a worrying global problem. How to retain caregivers in their posts is an important challenge for all long-term care institutions. The main purpose of this study is thus to explore the factors affecting the turnover intention of caregivers in long-term care institutions using multiple investigation factors. This study enrolled caregivers in long-term care institutions in northern Taiwan as the research subjects and distributed professional scales to perform a cross-sectional questionnaire survey and to investigate the relationship among demographic characteristics, job self-efficacy, information system usefulness, job satisfaction, job stress, job involvement, job performance, and turnover intention. This study distributed a total of 100 questionnaires, with a total of 94 valid questionnaires being returned. The research results showed that: (1) the demographic characteristics (gender, educational background, post, service seniority, and average monthly income) of caregivers in long-term care institutions caregivers have a significant effect on job self-efficacy, information system usefulness, job satisfaction, job stress, job involvement, job performance, and turnover intention; (2) job satisfaction, job stress, and job involvement have a significant effect on turnover intention; and (3) among all variables, the negative influence of job satisfaction on turnover intention is the most significant, suggesting that job satisfaction is the most significant factor affecting caregivers’ turnover intention in long-term care institutions, followed by job stress and job involvement. The research results showed that attaching importance to long-term care institution caregivers’ job satisfaction, pressure, and engagement is an important indicator that can effectively reduce their turnover rate. Moreover, the higher the caregivers’ job satisfaction is, the better is their job performance. Therefore, long-term care institutions should devote efforts toward the improvement of caregivers’ job satisfaction, job stress, and job involvement to reduce their turnover rate, elevate their overall job efficacy, create a better caregiving environment for both caregivers and residents, and further improve the care service level of the entire facility