| 摘要: | 醫院組織乃含括醫療及行政雙軌體系，有各種類別的職業角色，他們不僅擔負起醫院組織的運作，內部彼此之間及與病患或家屬亦形成緊密的人際互動網絡，而員工本身素質的良窳以及能否認同組織、如何凝聚向心力、使員工能與醫院產生榮辱與共的革命情感，更是醫院面對激烈的競爭壓力下永續發展的基石與提昇醫院績效的要素。 其中工作囊括第一線及後勤作業並在工作情境中，時常面臨相當壓力的行政人員，其角色相當重要。因為醫院行政人員的角色認知與工作價值觀會影響其工作意願或目標，進而有不同的工作表現，甚至會影響其與病患的互動行為。然而醫院如何提升其工作滿足，留住這些相對薪資少、業務繁雜的行政人員，以減低離職率，實為值得重視的課題。 本研究主要在了解影響工作滿足與組織承諾之因素，研究對象為台南地區區域級以上五家非公立醫院之行政人員，採問卷調查之方式共回收有效樣本數為471份，俟後採用描述性分析、因素分析、獨立樣本t考驗、單因子變異數分析、相關分析、多元迴歸分析統計方法進行資料分析。 主要結果如下：1.女性員工數幾近男性三倍之多；年齡層分佈大多集中在25-34歲之間，為總樣本數之一半以上；具專科及大學學歷之員工為工作主力；已婚及未婚者所佔比例差異不多；目前為非主管職位的員工數比起擔任主管者高出近六倍；服務年資以4年以下為主。2.工作價值觀之重視程度依序為「制度與保障」、「薪津與酬償」、「成長與肯定」、「健康與休閒」及「人際與安全」，代表醫院行政人員特別重視醫院有否完善的升遷制度、退休制度等；工作滿足之滿意程度依序為「自我實現滿足」、「領導決策滿足」及「工作條件滿足」，顯示在工作獲得自我實現的機會與滿足程度比另外兩者高；至於組織承諾之得分狀況依序為「留職承諾」及「認同/努力承諾」，也就是說員工對於醫院有相當高的忠誠度，願意繼續留在醫院服務的意願高於對醫院效力的意願及對醫院價值認同。3.人口統計變項（性別、年齡、教育程度、婚姻狀況、目前職位及服務年資）在工作價值觀、工作滿足與組織承諾各構面上分別有不同的差異情形。4.整體而言，工作價值觀、工作滿足與組織承諾三者兩兩彼此為顯著正相關之關係。5.工作價值觀同時為工作滿足及組織承諾之預測因子，且工作滿足與組織承諾互為正向影響關係，彼此互有顯著解釋力。
A hospital organization consists of dual medical and administrative systems with a variety of professional positions. The employees in different positions not only perform the operations in the organization but also form an interactive network among each other and with patients.The qualities of the work force,as well as the commitment to the organization,are the critical elements of sustainability and performance enhancement. The administrative staff who either deal with patients directly or support logistically,play an important role in the organization although they are usually underpaid with intensive workload and pressure.Their role recognition and work value affect their incentive and goal,resulting in distinguishing job performance and interactive behavior with patients. How hospitals improve their job satisfaction and keep them from leaving has become an issue. This study is to analyze the factors influencing job satisfaction and organizational commitment.471 valid questionnaire samples are taken from the administrative staff of 5 regional private hospitals in Tainan area.Data analysis is done by descriptive analysis,factor analysis,t-test with independent samples,one-way ANOVA,correlation,and multiple regressions. Major findings:1.Female counts are almost 3 times of male.Ages range primarily from 25 to 34, accounting for 50% of the samples.The main work force has a college (including junior college)degree.The married are almost the same as the unmarried in proportion.Non-management personnel are about 6 times of management personnel in number counts.The majority has experiences less than 4 years.2.Work values are＂system and security＂,＂pay and compensation＂,＂growth and positiveness＂,＂health and leisure＂,and＂relationship and safety＂,in the order of importance,implying the administrative staff specifically care about an adequate system in promotion and retirement.Job satisfactions are＂self-accomplishment＂,＂leadership policy＂and＂work condition＂,in order of satisfaction extent,revealing a greater opportunities of satisfaction through works.Organizational commitment has＂retention commitment＂and＂value/effort commitment＂in weight order,showing loyalty to the organization.3.Population statistic variables( gender, age, education, marital status, position,and experience)have variations in work value,Job satisfaction,and organization commitment.4.Generally speaking,each two of work value,Job satisfaction,and organizational commitment are mutually positively correlated.5.Work value is the forecast factor of both Job satisfaction and organizational commitment.Job satisfaction and organizational commitment are positively related and one explains the other. |
