第四章 研究結果
第三節 研究限制與建議
(一)本研究只探討應屆畢業後第一個全職工作未滿一年即離職的護 理人員，對於未滿一年但更換數個工作機構的護理人員離職因素 無法得知並比較。
(二)限於時間、人力、物力，無法對因護理人員離職所造成的資源耗 用情形做進一步的探討。
(三)本研究因收案時間非屬高離職期間，因此全台僅有 150 個符合條 件之樣本，未來若人力、時間、物力許可之情形下應可延長收案 期間及收案數，以便有更廣之推論。
二、建議
(一)在醫療機構方面
1.建議臨床護理主管能依據不同的醫院層級，設計符合應屆畢業 新進護理人員的訓練計畫，職前訓練課程除專業項目外更應加 入壓力調適等紓壓相關課程，培養紓解壓力的能力，並提供諮 詢管道，協助應屆畢業的新進護理人員解決工作上的壓力，對 適應困難者予以調動單位讓其有機會進行二度調適並加以輔 導。
2.在工作單位的分配上，針對應屆畢業的新進護理人員盡量安排 單一科別，以免綜合科病房病患疾病變異性太大，更增加了應 屆畢業新進護理人員的壓力及適應上的困難，依不同的單位特 性訂定不同期間的適應期或試用期。
3.依市場定價設定合理的薪酬制度與獎勵制度。
(二)在護理教育方面
建議學校在課程設計上應讓在校學生與臨床就業後的工作情境 有良好的連結，例如在實習時數的配置與照護的病患人數比例之 適當性等方面加以著手改善，增列臨床上文書作業的瞭解或護理 紀錄書寫的相關課程，以免由實習護生轉換為臨床護理工作者時 造成太大的現實震撼感，並增加常見臨床倫理困境的相關課程。
(三)在未來研究方面
可考慮擴大至更換過一個以上工作機構的護理人員其相離職因 素是否有所不同，同時也對因護理人員離職所造成的資源耗用情 形做進一步的探討與分析。
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專家內容效度之專家名單(依姓氏筆劃排列)
附錄一姓名 服務單位 職稱
林月桂 中正健康服務中心 台北市護理師護士公會
主任 理事長
胡怡君 台北縣立板橋醫院 護理部督導
陳小蓮 國泰綜合醫院 護理部部長
陳淑新 國軍松山醫院 護理部副主任
陳麗琴 林口長庚醫院 護理部督導
張元玫 新光醫院 護理部主任
劉淑娟 中國醫藥大學 護理系系主任
致專家效度鑑定函 附錄二
親愛的臨床專家 ：您好!
我是臺北醫學大學護理學研究所護理行政組的研究生張慧蘭，目前 在盧美秀教授的指導下進行碩士論文研究，題目是「應屆畢業新進護理
我是臺北醫學大學護理學研究所護理行政組的研究生張慧蘭，目前 在盧美秀教授的指導下進行碩士論文研究，題目是「應屆畢業新進護理