本本研究旨在探討北部某區域醫院約用護理人員配置及部分工時護理人力比重對門診排班與看診流程之影響，分析不同人力配置模式對門診服務效率與照護品質之管理意涵，並提出兼顧人力彈性、醫療品質及組織效能之改善建議。研究採回溯性研究設計，以北部某區域醫院門診為研究場域，蒐集六個月門診護理人力配置、排班紀錄及門診作業相關資料，透過文獻分析及實務資料比較，探討約用護理人員與部分工時護理人力配置對門診排班穩定性及看診流程之影響。
研究結果顯示，約用護理人員及部分工時護理人力可有效補充尖峰時段之人力需求，提升門診排班彈性及人力運用效率。然而，部分工時護理人力比重並非愈高愈佳，若於高風險科別或門診尖峰時段配置比例過高，易增加交班協調、工作銜接及現場溝通負荷，進而影響門診流程順暢性及護理服務品質。相對而言，依據各科別醫療特性、病人服務量及工作負荷進行差異化人力配置，並建立標準化教育訓練、固定搭班制度及資訊化排班管理機制，可有效降低臨時調班情形，提升排班穩定性及門診作業效率。
本研究認為，區域醫院門診護理人力管理應由傳統固定編制模式，逐步轉型為兼具彈性與效率之智慧化人力配置模式，依據門診需求及科別特性動態調整約用護理人員與部分工時護理人力比例，以兼顧人力運用效率、照護品質及病人就醫體驗。本研究結果可作為區域醫院門診護理人力規劃、排班制度設計及醫療管理決策之重要參考，並建議未來擴大不同層級醫院及研究樣本，以提升研究結果之代表性與推論能力。

This study aimed to investigate the effects of contract nursing staff and the proportion of part-time nursing personnel on outpatient scheduling and consultation processes in a regional hospital in northern Taiwan. It further explored the managerial implications of different nursing workforce allocation models for outpatient service efficiency and quality of care, with the goal of proposing practical strategies to improve workforce flexibility, healthcare quality, and organizational performance.
A retrospective research design was adopted. The study collected six months of outpatient operational data, including nursing workforce allocation, scheduling records, and outpatient service information. Through literature review and analysis of administrative data, the relationships between contract nursing staff, the proportion of part-time nursing personnel, scheduling stability, and outpatient consultation processes were examined.
The findings indicated that contract nurses and part-time nursing personnel effectively supplemented staffing shortages during peak outpatient service periods, thereby enhancing scheduling flexibility and workforce utilization. However, a higher proportion of part-time nursing personnel did not necessarily lead to better outcomes. Excessive reliance on part-time staff in high-risk departments or during peak outpatient hours increased the burden of handovers, workflow coordination, and communication, which negatively affected the continuity of outpatient services and the quality of nursing care. Conversely, differentiated workforce allocation based on departmental characteristics, patient volume, and workload, combined with standardized training programs, fixed team assignments, and information-based scheduling systems, effectively reduced temporary schedule adjustments while improving scheduling stability and operational efficiency.
This study concludes that outpatient nursing workforce management in regional hospitals should gradually shift from traditional fixed staffing models to a flexible and intelligent workforce allocation strategy. Staffing decisions should be dynamically adjusted according to outpatient service demands and departmental characteristics to achieve an optimal balance between workforce efficiency, quality of care, and patient experience. The findings of this study provide valuable references for outpatient nursing workforce planning, scheduling system design, and healthcare management decision-making. Future research is recommended to include hospitals of different accreditation levels and larger sample sizes to enhance the generalizability and applicability of the findings.

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