| Abstract: | 本研究以簡晉龍等人所發展的護理人員幸福七向度為基礎，擴大蒐集臺灣各地的護理人員資料，進行量表的修訂與再驗證，以克服當時部分向度題目偏少或題意重疊 ; 樣本較為局限等問題。此外，除了將護理人員幸福感與幸福感效標（生活滿意 ; 主觀快樂）及身心症狀求相關外，本研究更將護理人員幸福感與重要工作態度變項（組織承諾 ; 工作投入 ; 離職傾向）做連結。本研究透過線上問卷蒐集資料，樣本來自臺灣北 ; 中 ; 南 ; 東及外島地區，擴大了樣本異質性。預試與正式施測的有效樣本分別為373與508份。在經過項目分析 ; 信度分析 ; 探索性 ; 驗證性因素分析後，原本的「社會意義」與「社會成就」合併為「社會貢獻」，其餘向度不變，分別為「家人關係」 ; 「同儕關係」 ; 「上下關係」 ; 「平安即福」 ; 「忙中得閒」，共30題。為求實務使用上的便利，精選出18題作為短版量表。不論長版或短版量表均有良好的信 ; 效度。量表的各因素與生活滿意度 ; 主觀快樂感 ; 身心症狀等均呈顯著相關，也與離職傾向 ; 組織承諾 ; 工作投入等工作態度幾乎都有顯著相關。這顯示，護理人員幸福感量表確實可測到幸福感之外，也能有效地預測工作態度，為護理人員的幸福管理 ; 診斷或介入，提供有效的參考依據。
This study takes the seven dimensions of nurses’ indigenized well-being developed by Chien et al. as a basis, then extends the sample area to all of Taiwan to elaborate on and re-validate the scale. This study provides a correlation of nurses’ well-being with criteria for well-being (life satisfaction and subjective happiness) and physical and mental symptoms. In addition, this study connects nurses’ well-being with important work attitude variables (organizational commitment, job involvement, and turnover intention). The data was collected through online survey across Taiwan to enhance sample heterogeneity. There were 373 and 508 valid samples, respectively, for the pilot and formal studies. After conducting item analysis, confirmatory factor analysis, exploratory factor analysis, and reliability analysis, the original “social meaning” and “social achievement” dimensions were merged into one dimension called “social contribution”. The other dimensions – family relationships, peer relationships, superiorsubordinate relationships, peace-as-fortune, and ease-while-busy – remained the same. There are 30 items in total. For the sake of practical efficiency, we selected 18 items to serve as a short form scale. Both the formal and short-form scales reflect good reliability and validity. Moreover, all six factors of nurses’ well-being are correlated significantly with life satisfaction, subjective happiness, and physical and mental symptoms ; most of the factors are also significantly correlated with work attitudes. This reveals that the nurses’ indigenized well-being scale effectively measures well-being and predicts work attitudes, thus providing valid information regarding nurses’ well-being management, diagnosis, and intervention. |
