醫院員工對薪酬公平的認知與其工作態度關係之探討

Relationship Between Hospital Employees' Perception of Compensation Equity and Work Attitudes

黃仲毅(Chung-I Huang) ； 黃國哲(Kuo-Cherh Huang) ； 湯澡薰(Chao-Hsiun Tang) ； 楊銘欽(Ming-Chin Yang) ； 楊哲銘(Che-Ming Yang) ； 張維容(Wei-Jung Chang) ； 張蕙芝(Hui-Chih Chang)

《台灣公共衛生雜誌》 22卷1期 (2003/02) Pp. 55-68

https://doi.org/10.6288/TJPH2003-22-01-07

摘要

目標：以往研究已證實薪酬在員工的心目中極為重要。醫療服務業是個就生產投入及產品輸出方面而言，有其獨特性的產業。就醫療院所而言，員工間薪酬差異頗大，例如醫師和行政人員間之薪酬差異可能達數十倍之多；就薪酬管理的內部公平來看，可能使員工對薪酬的公平性認知有所質疑，進而影響其工作態度。本研究的目的係在探討醫院員工對薪酬公平的認知，及其工作態度間的關係，且特別注重在不同類別員醫檢人員、藥事人員、及行政人員等五類員工。以結構式問卷採普查方式進行調查，共發出問卷2,000份，回收之有效問卷1,286份，回收率達64.3%。然而資料檔建立及重整後發現，因醫師之回收率僅有30%(發出321份問卷，回收97份)，且經卡方檢定後發現回覆之樣本醫師無法代表母群體醫師，故將醫師剔除，僅針對護理人員、醫檢人員、藥事人員、及行政人員等四類員工做進一步的統計分析。最後之有效樣本數為1,189，回收率為62.5%。重整之資料進一步以SPSS10.0統計軟體進行統計分析，使用之統計方法包括描述性統計、單因子變異數分析、相關分析、及逐步複迴歸分析等。結果：薪酬制度的公平性認知受到薪酬制度本身健全與否、年齡、教育程度、婚姻狀況、工作部門、本院年資、職務別、及對薪酬公平認知程度的顯著影響。在控制員工個人因素及薪酬制度本身因素後，分析結果顯示員工對薪酬公平的認知程度，對其工作滿意等之工作態度評值也較低。擔任主管職務的醫院員工相較於非主管職務的員工而言，對薪酬制度公平性的認可程度較高，其工作態度的評值也較高。結論：實證結果顯示不同的醫院員工因素(如年齡、工作部門、職務別等)，對員工的薪酬公平認知程度及其工作態度有顯著的顯響力，另一方面，員工的工作態度亦受到其對薪酬公平的認知程度之影響。研究結果應對醫院經營管理階層及人事主管，在薪酬制度的制定上有所助益。

關鍵字

薪酬公平認知,工作態度,醫院員工

並列摘要

Objectives: Compensation is widely acknowledged as an important feature of a job in the eyes of employees. Health care is a special industry in which compensation among employees differs greatly. The difference in compensation has an impact on employees' perception of job equity which may influence their work attitude and the quality of care provided. This study aimed to examine the relationship between hospital employees' perception of compensation equity and their work attitude. Methods: The study poulation included employees from one private regional teaching hospital and one municipal hospital in Taipei City. A structured questionnaire was sent to of 2,000 questionnaires were distributed with 1,286 questionnaires being returned; an overall response rate of 64. of 2,000 questionnaires were distributed with 1,286 questionnaires being returned; an overall response rate of 64. 3%. The response rate of physicians was only 30%(97/321), and the result of Chi-square test indicated that the responding physicians could not represent the study population of physicians. As a result, physicians were not included in follow-up statistical analyses. The final sample size was 1,189, and the response rate was 62.5%.Descriotive statistics, ANOV A, correlation analysis, and multiple regression analysis were used in data analysis. Results: The results indicated that hospital employees' perception of compensation equity varies significantly according to personal characteristics, such as age and specialty. The design of the compensation system also has effects on employees' perception of compensation equity. Employees' work attitude differs by personal characteristics as welt Controlling for personal characteristics and the design of the compensation system, employees' work attitude was found significantly positively related to their perception of compensation equity. Compared to administrative staff, nurses had a more negative perception of compensation e9uity and worse work attitudes. Being a supervisor exerted positive influences on employees’ perception of compensation equity and work attitude. Conclusions: Employees' work attitude was influenced by their perception of compensation eqlity, along with personal characteristics such as age and specialty. With this understanding, hospital administrators can design a more acceptable compensation system that will produce satisfactory and productive employees. Consequently, the quality of care provided and the health of people in Taiwan would be improved.

並列關鍵字

rerceptlOn oJ compensation equity, Work attitude, Hospital employee

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