Taipei County Hospital, Taipei, Taiwan.
J Clin Nurs. 2010 Jun;19(11-12):1645-53. doi: 10.1111/j.1365-2702.2009.02999.x. Epub 2010 Apr 1.
(1) To understand nurses' subjective perceptions of the current nursing workforce in their emergency departments, (2) to examine the relationship between nurses' workforce perceptions and its impact on the managerial outcomes and (3) to analyse the correlation between nurses' characteristics and the scores on workforce perception.
While the association between workforce perceptions and nurse outcomes is well-documented, few studies have examined how emergency department nurses perceive current workforce and related outcomes.
A cross-sectional questionnaire survey.
A self-reported workforce perception questionnaire was used to survey 538 registered nurses in the emergency departments of 19 hospitals in northern Taiwan, during May to October 2006. Data were analysed using descriptive statistics, chi-square test, independent t-test, Pearson correlation and one-way anova.
The mean score of workforce perception was 6.28 points (total = 10 points). Both overtime (p = 0.02) and number of callbacks on days off (p = 0.01) were significantly correlated to current nursing workforce and hospital level. Older nurses tended to have more emergency department experience (r = 0.37; p = 0.01) and those with more emergency department experience tended to have vacation accumulation (r = 0.09; p = 0.04), overtime (r = 0.10; p = 0.03) and better perception of their emergency department's current workforce (r = 0.09; p = 0.05).
Although nurses' perceptions were found to be only moderate, overtime and number of callbacks on days off are potential problems that should be addressed by nursing leaders to benefit future emergency nurses.
The findings can help drive strategies to ensure adequate staffing, to stabilise the nursing workforce and to prevent nurses from burnout factors such as working long hours, unpredictable schedules and a stressful work environment that may impact both the quality of emergency care and the quality of the nurses' work environment.
（1）了解护士对急诊科现有护理人员的主观看法，（2）研究护士对护理人员的看法与其管理结果之间的关系，（3）分析护士特征与劳动力感知得分之间的相关性。
尽管劳动力感知与护士结果之间存在关联，但很少有研究探讨急诊护士如何看待当前劳动力及其相关结果。
横断面问卷调查。
2006 年 5 月至 10 月，采用自我报告的劳动力感知问卷对台湾北部 19 家医院急诊科的 538 名注册护士进行调查。采用描述性统计、卡方检验、独立 t 检验、皮尔逊相关和单因素方差分析对数据进行分析。
劳动力感知的平均得分为 6.28 分（总分 10 分）。护士的加班时间（p = 0.02）和休息日的回叫次数（p = 0.01）与当前护理人员数量和医院级别显著相关。年长的护士往往在急诊科工作的时间较长（r = 0.37；p = 0.01），在急诊科工作时间较长的护士往往有更多的休假时间（r = 0.09；p = 0.04）、加班时间（r = 0.10；p = 0.03）和对急诊科现有劳动力的更好感知（r = 0.09；p = 0.05）。
尽管护士的感知能力仅处于中等水平，但加班时间和休息日的回叫次数是护理领导者应解决的潜在问题，这有利于未来急诊护士的利益。
这些发现有助于制定策略，确保人员配置充足，稳定护理人员队伍，并防止护士因工作时间长、不可预测的工作时间和压力大的工作环境等因素而出现职业倦怠，这可能会对急诊护理质量和护士工作环境质量产生影响。
