護理長領導策略模式與護理人員工作投入之研究

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Title:	護理長領導策略模式與護理人員工作投入之研究
Other Titles:	THE STUDY OF THE LEADER'S STRATEGY MODELS OF HEAD NURSES AND JOB INVOLVEMENT OF NURSING STAFFS
Authors:	凃艷華 Tu, Yen-hwa
Contributors:	管理科學研究所陳券彪 Chuan-bian Chen
Keywords:	工作績效;領導策略模式;工作價值觀;工作投入 job involvement;leadership model;job performance;job value
Date:	2007
Issue Date:	2015-08-07 14:54:40 (UTC+8)
Abstract:	面對社會快速變遷與民眾對服務品質的要求日益提昇，護理人員的表現在醫院服務品質中扮演重要的角色。然不同護理長其領導策略模式未盡相同，對不同人格特質之護理人員之工作投入乃至工作績效可能會產生不同的影響。因此本研究擬探討護理長領導策略模式與護理人員的人格特質對護理人員的工作投入、工作價值觀及工作績效之影響，並以嘉義縣（市）之護理人員為研究對象做實證分析，獲得六項具體成果：　1.護理人員對其單位護理長領導策略模式之認知屬於任務指導型之認同度最高。2.不同工作價值觀護理集群（積極理想型、穩健務實型、消極寡慾型、關係服務型）對工作投入（工作認同、工作支持、工作達成、工作承諾）之認知具有顯著性差異存在，其中積極理想型對工作投入各構面之認同度較其他三類型高。3.不同工作價值觀護理集群對顧客面之工作績效之認知具有顯著性差異存在，其中積極理想型、穩健務實型與關係服務型之認同度較消極寡慾型為高，且積極理想型與關係服務型之認同度較穩健務實型為高。4.護理長領導策略模式與護理人員之工作投入各構面有顯著的正相關存在。就護理人員之工作認同、工作支持與工作承諾方面而言，採取魅力領導型策略模式將會優於採取智能啟發型、關係關懷型或任務指導型之策略模式，但在工作達成方面則採任務指導型與關係關懷型策略模式優於採智能啟發型或魅力領導型之策略模式。 5.任務指導型之領導策略模式與員工在工作績效各構面（行為態度面、顧客面、任務與組織面以及學習成長面）之相關係數高於魅力領導型、智能啟發型與關係關懷型等三者。 6.員工工作承諾與其在行為態度面、顧客面、任務與組織面及學習成長面之工作績效皆具有極顯著之中度正相關。　　In a rapidly changing society, the service quality of consumers' demanded will be upgraded day by day, and consequently the nursing staffs will play more important role in the hospital service. Nevertheless, the head nurses utilized different strategic models that will make a variety of impacts on the job involvement and performance of nursing staffs. It will be more apparent when nursing staffs own diverse personal characteristics. Therefore, this study wants to discuss the impact of the leader’s strategy models of head nurses on the job value, job involvement and performance of nursing staffs, and analyzes the relationships among the above mentioned. Using the population of several district medical centers in Chiayi Taiwan as sample, based on the outcomes of the investigation, the following six specific results were obtained:　(1) Job-guided leadership gains the highest approval from the nursing staffs. (2) There is a significant differences existed that nursing clusters with different job values (the types of “positively ideal”, “reliable devoted”, “depressed scant”, and “relationship-service” included) perceived the job involvement (the dimensions of job identification, job support, job achievement and job commitment included) of nursing staffs. And the four dimensions above, the type of “positively ideal” perceived is higher than others.(3) There is a significant differences existed that the nursing clusters with different job values perceived the job performances in customer services. And the types of “Positively ideal”, “reliable devoted” and “relationship-service” express the agreement higher than the type of “depressed scant”. Furthermore, the type of “positively ideal” and “relationship-service” express the agreement high than the type of “reliable devoted” (4) The leadership models are executed by head nurses who have a positive relationship with the job involvement of nursing staffs. With respect to job identification, job support, and job commitment of nursing staffs, the leadership model of “charismatic” is superior to the models of “intellectual stimulation”, “relationship-service” or “job-guided”. As for work fulfillment, however, the models of “job-guided” and “relationship-concern” are superior to the models of “intellectual stimulation” and “charismatic”.(5) The relationship between leadership of head nurses and job performance (the dimensions of behavioral attitudes, customers, mission and organization and learning growth included) of nursing staffs is stronger in model of “job-guided” than in other models.(6) It has significant medium positive relationship existed between the job commitment and job performance of nursing staffs.
Appears in Collections:	[Department of Business Administration, Master/Ph.D Program in Management Sciences] Disserations and Theses(Master and Doctoral Program in Management Sciences)

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