Lee L C, Yang K P, Chen T Y
School of Nursing, National Defense Medical Center, Taipei, Taiwan, Republic of China.
Int J Qual Health Care. 2000 Oct;12(5):413-8. doi: 10.1093/intqhc/12.5.413.
To explore the impact of quality circles on job satisfaction, absenteeism, and turnover among hospital nurses in Taiwan.
A quasi-experimental research design.
In November 1995, a study was initiated to establish quality circles in a 500-bed community hospital in Taiwan. After the administrative process and a pilot study, three of the experimental units began implementing the quality circle program in January 1997. For the comparison group, three non-quality circle medical-surgical units were selected from another building.
All registered nurses on the three selected units who met the criteria of having worked full-time on those units for > or = 6 months were included in the study. There were 53 full-time registered nurses (49 female, four male) who met the criteria and 100% participated. There were no significant differences between the quality circle group and the non-quality circle group in terms of sex, age, and number of years of working experience, education or marital status.
After obtaining administrative approval and support, the pilot study began with 3-month quality circle courses and 3-month quality circle process training for the experimental group nurses. Each circle has been meeting for 1 hour each week to identify problems, barriers, and solutions for effective implementation since 1997.
(i) Demographic data questionnaire; (ii) Stamps and Piedmont's Index of Work Satisfaction; (iii) hospital records for absenteeism and turnover data.
The data reveal that nurses of the three quality circle units felt more satisfied (P < 0.01) than did nurses from the three non-participating units. In the non-participating group, 36% had considered leaving the units, compared to 10% of nurses from the quality circle group. The turnover rate was significantly higher for the non-participating group (40%) than for the quality circle group (13%).
This quality circle program in a Taiwanese hospital significantly improved satisfaction, reduced absenteeism, and lowered turnover of nurses. The findings support other studies reported in the literature.
探讨质量圈对台湾医院护士工作满意度、缺勤率及离职率的影响。
半实验性研究设计。
1995年11月，在台湾一家拥有500张床位的社区医院启动了一项设立质量圈的研究。经过行政程序和一项试点研究后，其中三个实验组于1997年1月开始实施质量圈计划。对照组则从另一栋楼中选取了三个非质量圈的内科-外科病房。
所选三个病房中所有符合在这些病房全职工作≥6个月标准的注册护士均纳入研究。共有53名符合标准的全职注册护士（49名女性，4名男性），参与率为100%。质量圈组和非质量圈组在性别、年龄、工作年限、教育程度或婚姻状况方面无显著差异。
在获得行政批准和支持后，对实验组护士开展了为期3个月的质量圈课程和3个月的质量圈流程培训，作为试点研究。自1997年以来，每个质量圈每周开会1小时，以确定有效实施的问题、障碍和解决方案。
（i）人口统计学数据问卷；（ii）斯坦普斯和皮埃蒙特工作满意度指数；（iii）医院缺勤和离职数据记录。
数据显示，三个质量圈病房的护士比三个未参与病房的护士感觉更满意（P<0.01）。在未参与组中，36%的护士曾考虑离开病房，而质量圈组的这一比例为10%。未参与组的离职率（40%）显著高于质量圈组（13%）。
台湾一家医院实施的该质量圈计划显著提高了护士的满意度，降低了缺勤率和离职率。研究结果支持了文献中报道的其他研究。
