F C Pan Frank
Research Center on Medical Tourism & Hospitality, Tajen University, Taiwan.
Iran J Public Health. 2014 Mar;43(3):273-81.
Nurses have long been relied as the major labor force in hospitals. Featured with complicated and highly labor-intensive job requirement, multiple pressures from different sources was inevitable. Success in identifying stresses and accordingly coping with such stresses is important for job performance of nurses, and service quality of a hospital. Purpose of this research is to identify the determinants of nurses' capabilities.
A modified Analytic Hierarchy Process (AHP) was adopted. Overall, 105 nurses from several randomly selected hospitals in southern Taiwan were investigated to generate factors. Ten experienced practitioners were included as the expert in the AHP to produce weights of each criterion. Six nurses from two regional hospitals were then selected to test the model.
Four factors are then identified as the second level of hierarchy. The study result shows that the family factor is the most important factor, and followed by the personal attributes. Top three sub-criteria that attribute to the nurse's stress-coping capability are children's education, good career plan, and healthy family. The practical simulation provided evidence for the usefulness of this model.
The study suggested including these key determinants into the practice of human-resource management, and restructuring the hospital's organization, creating an employee-support system as well as a family-friendly working climate. The research provided evidence that supports the usefulness of AHP in identifying the key factors that help stabilizing a nursing team.
长期以来，护士一直是医院的主要劳动力。其工作要求复杂且劳动强度高，不可避免地会面临来自不同方面的多重压力。成功识别压力并相应地应对这些压力对于护士的工作表现以及医院的服务质量至关重要。本研究的目的是确定护士能力的决定因素。
采用改进的层次分析法（AHP）。总体而言，对台湾南部几家随机选择的医院的105名护士进行了调查以生成因素。10名经验丰富的从业者作为AHP专家参与，以确定每个标准的权重。然后从两家地区医院挑选6名护士来测试该模型。
确定了四个因素作为层次结构的第二层。研究结果表明，家庭因素是最重要的因素，其次是个人属性。对护士压力应对能力贡献最大的前三个子标准是子女教育、良好的职业规划和健康的家庭。实际模拟为该模型的实用性提供了证据。
该研究建议将这些关键决定因素纳入人力资源管理实践中，重组医院组织，创建员工支持系统以及家庭友好型工作氛围。该研究提供的证据支持了层次分析法在识别有助于稳定护理团队的关键因素方面的有用性。
