主治醫師價值觀契合度與組織承諾關係的探討－以六家醫學中心為例

A Study of the Relationship Between Person-Organization Fit and the Organizational Commitment of Attending Physicians

邱瓊萱(Chiung-hsuan Chiu) ； 鐘國彪(Kuo-Piao Chung) ； 陳瑞容(Duan-Rung Chen) ； 魏中仁(Chung-Jen Wei) ； 楊志良(Chih-Liang Yaung)

《台灣公共衛生雜誌》 20卷4期 (2001/08) Pp. 275-290

https://doi.org/10.6288/TJPH2001-20-04-04

摘要

目的：為暸解主治醫師的價值觀契合程度與組織承諾間的關係，本研究利用問卷調查法，針對台灣地區六家醫學中心的專任主治醫師進行普查，調查其認為工作醫院所重視的價值觀（以下稱實際價值觀）以及其認為醫院應該具備的價值觀（以下稱期望價值觀），並以兩者的減差（期望－實際）與醫師的組織承諾作相分析及複迴歸分析，藉以暸解價值觀契合度與組織承諾間的關係。方法：對台灣地區公立醫院、財團法人醫院及宗教財團法人醫院等三類型醫院中各取二家醫學中心，對1527位專任主治醫師進行問卷調查，回收有效問卷計239份，回收率為15.7%。結果：對實際價值觀進行因素分析，萃取出兩個因素－分別是「對醫師的尊重與照顧」實際重視程度大於期望時，則組織承諾愈高（正向關係）；當醫師認為「醫院的成長與延續」實際重視程度大於期望時，則組織承諾愈低（負向關係）。並且在控制年齡、教育程度與醫院別之後，價值觀差距對組織承諾的影響的舊顯著。結論：當主治醫師認為醫院愈重視「對醫師的尊重與照顧」，則醫師的組織承諾會愈高；當其認為醫院愈重視「醫院的成長與延續」，醫師的組織承諾會愈低。

關鍵字

主治醫師 ； 價值觀契合度 ； 組織承諾

並列摘要

Objectives: In order to explore the relationship between value congruence and the organzational commitment, this study used a survey to collect attending physicians’ expected and perceived value for their working hospital from six selected medical centers in the Taiwan area. The purpose of this study. Was to examine the relationship between person-organization fit and the organizational commitment of attending physicians. Methods:This study selected two medical centers each from three separate types of ownership of hospital-public hospitals, corporate hospitals, and religion corporate hospitals. 1529 full-time attending physicians from six hospitals were selected and mailed questionnaires. 239 valid questionnaires were returned. The response rate was 15.7%. Results: Two value factors were retrieved through performing factor analysis. They were named “respect to employees” and “hospital growth and perpetuity”. The value gap in “respect to employee” was positively associated with organizational commitment. That is, organizational commitment. Would be high when physicians perceived this real value was ranked as more important than an ideal one. The value gap in “hospital growth and perpetuity was negatively associated with organizational commitment. That is, organizational commitment would be low when physicians perceived this real value was ranked as more important than an ideal one. After controlling for employee and hospital characteristics through performing multiple regressions, this study still suggested the same result. Conclusions: When hospitals placed more emphasis on “respect to employees” than employees’ expectations, the organizational commitment of attending physicians was higher. When hospitals placed more attention on “hospital growth and perpetuity” than employees’ expectations, attending physicians’ organizational commitment was lower. Therefore, this study suggested that hospitals placed more attention to improve what employees expected, and communicated what and why they were necessary to carry out in order to survive. Better under-standing enhanced the organizational commitment.

並列關鍵字

attending physicians ； person-organization fu ； and the organizational commitment.