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  • 學位論文

醫院員工人格特質、組織忠誠度對工作態度影響之研究-以高雄市立醫院為例

The effects of personality traits and organizational loyalty of employees on work attitudes–Case Study of Kaohsiung Municipal Hospital

指導教授 : 張永源
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摘要


目的:近年來醫療環境快速變遷,公立醫院進行體質改變和組織調整,造成組織成員的不確定感,導致工作滿足降低、組織忠誠度減少以及離職傾向提高。唯有找到適合的人才,才能提昇醫院營運效能。本研究目的係為探討醫院員工人格特質、組織忠誠度與工作態度之關聯性,以作為公立醫院人力甄選時的參考。材料與方法:本研究採橫斷式研究,研究對象為兩所高雄市立醫院員工,以普查方式作問卷調查,共發732份問卷,施測結果共計回收697份問卷,剔除無效樣本35份,有效樣本529份,有效樣本回收率72.9%。以SPSS for windows 19.0 中文版套裝軟體進行資料統計分析,其統計方法有描述性統計、t-test、ANOVA、皮爾森績差相關、複迴歸分析﹙Multiple linear regression﹚等方法。 結果:醫院員工基本屬性除「性別」與工作態度無顯著差異,其他皆達顯著差異。人格特質中「開放性」人格特質在整體工作態度(r=.085,p=.053)及「工作滿足」無顯著相關(r=.033,p=.452),其餘分別有顯著之正相關。組織忠誠度與工作態度各構面均呈顯著之正相關,其中以組織忠誠度之「認同組織」與整體工作態度為最高(r=.711,p<.0005)。醫院員工基本屬性、人格特質及組織忠誠度各構面對工作態度各構面具有顯著性預測力。 結論:醫院員工不同任用制度、年齡、婚姻、職位、職務、服務年資、宗教信仰具有顯著差異。醫院員工人格特質除開放性人格特質與工作滿足未達顯著相關,其他皆達顯著相關,即開放性人格特質分數越高,其工作滿足越低。醫院員工組織忠誠度與工作態度間有顯著相關,即對組織忠誠度越高,對工作投入的程度越高,則其離職意願越低。醫院員工人格特質及組織忠誠度能有效預測及解釋工作態度之效果。 建議: 1.未來在甄選人員時,除了考慮必備的技能之外,在人員召募過程,可增加人格特質及個人基本屬性之評量,以此作為人員甄選之依據。 2.市立醫院在面臨組織轉型合併的變革中,資訊未透明化,個人心理難免會產生不確定感,員工對組織無認同感,就會對組織缺乏忠誠度,造成員工無法對工作投入等負面行為。若能營造高度信任氛圍環境,及提供開放的溝通平台,並給予約聘雇人員對未來有希望,如待遇、福利的提升及逐年釋放公職名額,醫院員工組織忠誠度必然提高,其工作態度之「工作滿足」、「工作投入」亦相對愈高。

並列摘要


Objective: In recent years, rapidly changing medical environment, and physical changes and organization restructuring of the public hospitals, result in the uncertainty of the staff members. This further reduces staff’s job satisfaction, loyalty, and increase intention of job leaving. Therefore, finding the right talent could be the main way to enhance hospital operation efficiency. The purpose of this study is to explore the correlation between staff personality, organizational loyalty and work attitude to serve as a reference for public hospitals in selecting their staff. Materials and methods: This study used cross-sectional studies, sampling hospital staff from two Kaohsiung municipal hospitals for census questionnaire. Totally 732 questionnaires were issued, the measurement data a total recovery of 697 questionnaires, 35 were excluded invalid sample. 529 valid samples, the effective sample recovery rate of 72.9%. SPSS for windows 19.0 Chinese version of the software package for statistical analysis, statistical methods of descriptive statistics, t-test, ANOVA, Pearson correlation, multiple regression analysis (Multiple linear regression) method. Results: The basic property of the hospital staff in addition to the "gender" and no significant differences in work attitudes, the other are significant differences. In the overall working attitude(r = .085, p = .053), the open personality has no significant correlations with job satisfaction (r = .033, p = .452). The other personalities are with significantly positive correlations. Organization loyalty and working attitude showed positive correlations in every respect. Among them, “organization identification” of organization royalty has the highest correlation with the overall attitude (r = .711, p <.0005). The basic attitude, personality and organization loyalty of the hospital staff have significant predictive ability. Conclusion: The diversity in hospital staff recruiting system, age, marriage, position, duty, seniority, and religious belief could result in significant difference to their work attitude. Except for open personality, the others personalities has significant correlations to work attitude. That means the higher score that open personality gets, the lower job safisfaction will be. The staff’s organization loyalty has obvious correlation with work attitude, and it means that higher organization loyalty will result in higher loyalty to job and lead to lower intend to leave the job. Staff’s personality and organization loyalty can also effectively predict and explain the effect of work attitude. Suggestions: 1.Besides necessary skills, personality and attribute should be taken into consideration as standards for recruiting staff in the future. 2.In the face of organization transformation and integration, staff of city hospitals may have the sense of uncertainty, due to nontransparent information. Without the sense of identity, staff may also be lack of organization loyalty, and this will lead to some negative effects, such as lack of loyalty to their jobs. If we can create an environment with atmosphere of high trust, provide an open communication platform, and offer staff the hope for bright future, such as more salary, better welfare, and more public service positions offered year by year, the organization loyalty of staff will definitely be enhanced, and their royalty and satisfaction to their jobs will be increased at the same time.

參考文獻


中文部分
白榮裕(1996)。組織忠誠度與員工工作滿足感之研究:以台灣省自來水公司
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被引用紀錄


王采微(2016)。激勵制度與組織忠誠度對工作績效之影響〔碩士論文,國立虎尾科技大學〕。華藝線上圖書館。https://www.airitilibrary.com/Article/Detail?DocID=U0028-0507201622544300

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