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  • 學位論文

護理之家績效考核與獎金制度員工意向與態度之研究---以中部地區某護理之家為例

The Study of Performance Appraisal and Bonus Plan in Nursing Home

指導教授 : 王炳龍
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摘要


本研究案之目的是希望藉強迫分配法來解决績效考核未與獎金制度間之聯結,藉利潤中心方案來解決勞退新制規定公司需提撥6%退休金,所增加的人事成本。藉由實務研究案之制定,來建立一套可行的獎勵制度,以達到永續經營的目的。 本研究共發出68份問卷,回收68份,回收率100%,剔除0份無效問卷,可分析之樣本共68份,有效問卷率達100% 。員工問卷調查主要是針對特定問題去瞭解員工的想法與態度,以作為分析與提出因應對策之參考,經兩週的時間進行訪談,然後進行資料分析,運用次數分析法統計,將回收之問卷資料依特定之特質做系統性的排列,主要包括百分比計算、次數分配,計量事件發生或出現之頻率,與本研究訪談所獲得之結果進行說明與比較,以較主觀的方式提出佐證與結論。 本研究結果發現個案護理之家在推動強迫分配法(緩和型) 及利潤中心方案後,在顧客及員工滿意度、佔床率及純益率都有明顯上昇;由此可見,本研究所建議的方案確有可行性。 本研究結論是提昇工作績效雖然不宜完全以績效獎金為唯一誘因,但是,績效獎金為主要的誘因,升遷、滿足成就感及提昇尊榮感等因素對於她們而言,所產生的激勵是有限的。 最後,建議可將不同的經營型態及大、中、小型的護理之家納入成為研究的對象,如此其代表性將大大提昇。

並列摘要


The main aim of this research project hopes to utilize Forced-profit sharing methods to combine Performance Assessment and Bonus Schemes, another is to use Profit-Based Center systems to solve the problem of rising employee costs under the new Labor Retirement Regulation which forces a company to add 6% to retirement bonuses. Using established realistic research project formulations, we undertake to construct a new system to help achieve the aim of Long term continuity of business development. Our research has sent out 68 questionnaires and received 68 back; return rate answer efficiency is 100%. The main aims of the employee questionnaire is to use specific questioning method to better understand the employee’s attitude and mind-set. This information is to be analyzed and reacted accordingly upon. After 2 weeks of interviews, an informational analysis and numerical analysis method, a compilation was done. These questionnaires were gathered and sorted in accordance to system, recurrence and also in reference to their percentile quantity; they were also sorted in accordance to occurrence frequency. Information gleaned from this research was then weighed and verified during interviews. These information was also arbitrated, evidenced and concluded upon. The studied Force-profit sharing method (moderated model) and Profit Centered Model from this research was implemented in a nursing home, it was noted that several factors were affected; customer and employee satisfaction, occupation rates and profit margins were evidently on the rise. As such, it can be concluded that the results from our research were shown to be feasible. The conclusion of this research project is to raise work performance but not completely using Performance-based bonuses main assessment model but not as the sole reason. However, using Performance based systems gave limited encouragement and motivation in the areas of promotion, satisfaction and pride. Lastly, it is our suggestion that this system can be implemented in large, medium or small Hospices for research so as to raise the feasibility and achieve a better definitive representation of this project.

參考文獻


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