本研究採問卷調查法進行資料蒐集，對象為以三軍總醫院汀州院區護理之家，所屬具本國國籍(含取得我國籍之陸配)照顧服務員，完成訓練課程、取得證書，年資滿1年者。正式問卷發出150份，回收133份，有效問卷132份，無效問卷1份，有效問卷回收率為88 %。本研究架構內容有個人屬性、工作壓力、留任意向等三個部分，問卷抽樣方式採方便抽樣，分別以相關統計方法進行資料的分析。根據資料分析，歸納重點： 一、照顧服務員有較高的工作壓力，與年資、照顧人數、休假天數、薪資有顯著的關係。 二、照顧服務員有較高的離職意願，與照顧人數、休假天數、薪資有顯著的關係。 三、照顧服務員的職場疲勞感受越高時，離職意願會越高。 四、當照顧服務員的就業受到保障時，會降低離職意願。 本研究係以照顧服務員工作壓力與離職意向兩個變項進行探討，但尚有許多因素可能影響照顧服務員離職之因素，如工作滿意度、醫院屬性不同等，後續研究者可以以不同的角度做深入的探討，以豐富相關研究的成果。 This study attempted to explore the association between working stress and labor turnover by using nursing care as case study. Questionnaire survey was adopted and performed during 2015~2016. A random stratified sampling method was used to select 150 questionnaires in the nursing home of Tingzhou Hospital District TSGH. The surveys were performed in face-to-face interviews and by telephone. Of the 150 questionnaires distributed, 133 questionnaires were valid, which resulted in a useable response rate of 88.67%. The results of this study indicated that there is an obvious relationship between nursing staffs’ working stress and their turnover welling, also demonstrating that the turnover welling reduces when nursing job is secured for a long term. In advance, this study indicates that job satisfaction and hospital research focus also affect the turnover rate. Therefore, in the future, further exploration to convert these observations of possibly correlated variables into a set of values of linearly uncorrelated variables is required.
