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護理人員激勵與工作投入相關性之探討

A Study of the Relationship between Motivation and Job Involvement among Staff Nurses

摘要


本研究之目的是探討護理人員對激勵因素的實際感受與工作投入之相關性,同時了解護理人員對激勵因素需求的分佈。本研究採橫斷面調查研究方法,調查對象是在台北市醫學中心或區哉醫院,服務滿六個月的臨床護理人員,研究工具爲「激勵因素量表」、「工作投入量表」及「內外控取向量表」結構型問卷。本研究採方便取樣,共發出問卷624份,有效回收率92.8%。問卷回收後,以描述性分析、t檢定、單因子變異數分析、薛費氏事後比較、皮樂森積差相關及簡單線性回歸分析等方法進行資料分析。研究結果發現:(1)護理人員對激勵需求的平均值爲4.01;高於實際感受3.06;(2)護理人員的激勵需求類別前三項爲:(3)護理人員對激勵因素的需求與單位服務年資、醫院評鑑類別、服務單位性質之不同呈現顯著差異;(4)護理人員對激勵因素的實際感受與醫院經營型態、服務單位性質之不同呈現顯著差異;(5)護理人員所服務醫院經營型態不同與其工作投入呈現顯著差異;(6)護理人員對激勵因素的實際感受可以顯著地預測其工作投入,回歸檢測可解釋15%的變異量。研究結果證實,滿足護理人員激勵因素需求,可激發其工作投入,建議單位尤其加強護理人員「人際關系」、「領導」及「成就」三方面的激勵。

並列摘要


The purpose of this study was to understand the relationship between motivation and job involvement, and staff nurses motivation needs. The study used a cross-sectional method. Subjects were recruited by convenience sampling from medical centers and regional hospitals in Taipei. Inclusion criterion was staff nurses with more than six months working experience. Motivation Scale, Job Involvement Scale and Personality Scale were used for data collection. Six hundred and twenty four questionnaires were sent out with a valid response rate of 92.8%. Data were analyzed using descriptive statistics, t-test, one way ANOVA, Scheffe’s posteriori comparison, Pearson’s correlation and simple linear regression. Major findings of this study were as follows: (1)The mean of staff nurses’ motivation needs (4.01) was greater than the mean of staff nurses perception of motivation needs (3.06). (2)The top three needs of motivation factor were: interpersonal relations; leadership; achievement. (3)Unit working experience, accrediting degree of hosptal, and working unit had significant impacts on nurses’ motivation needs. (4)Management type of hospital and working unit had significant impacts on nurses’ perception of motivation needs. (5)Management type of hospital had significant impact on nurses’ job involvement. (6)Staff nurses’ perception of motivation needs could predict their job involvement (R^2=0.15, p<0.001). Results showed that if motivation needs were satisfied, staff nurses would be more involved in their work. It is suggested that we can focus on motivation needs of interpersonal relations, leadership and achievement.

被引用紀錄


王淑卿(2007)。獎酬制度、激勵與工作滿足 關係之研究-以X公司為例〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846%2fTKU.2007.01175
顏蜜(2004)。護理人員專業承諾及工作風險認知與生涯發展、離職傾向關聯性之研究—以某區域醫院為例〔碩士論文,中原大學〕。華藝線上圖書館。https://doi.org/10.6840%2fcycu200400440
黃靖(2011)。護理臨床教師對新進人員輔導效能知覺與其輔導意願相關性研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2011.00023
李靜枝(2009)。護理人員對其護理長可信特質的感受與其工作投入之相關性研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2009.00017
鄭凱元(2011)。激勵因素對工作投入與組織承諾影響之研究-以臺灣國際連鎖觀光旅館員工為例〔碩士論文,國立高雄餐旅大學〕。華藝線上圖書館。https://doi.org/10.6825%2fNKUHT.2011.00032

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