個人－工作適配、工作滿意度與留任意願之關聯性研究－以醫療從業人員為例

A Study of Relations Among Person-Job Fit, Job Satisfaction, and Intention to Stay-A Case of Healthcare Workers

應愛(Ai Ying)

《管理資訊計算》 13卷2期 (2024/09) Pp. 252-261

https://doi.org/10.6285/MIC.202409_13(2).0020

摘要

鑒於醫療產業之從業人員為流動比率過高的職業；尤其，隨著人口老化趨勢，醫療人力需求日益增加，如何留住專業人才為重要之議題。本研究以醫療從業人員為調查對象，透過問卷調查方式蒐集資訊，以信度分析、皮爾森相關係數分析、迴歸分析、中介分析等統計方法進行資料分析。研究結果顯示，醫療從業人員之個人－工作適配與工作滿意度、工作滿意度與留任意願、個人－工作適配與留任意願之間皆為顯著正相關；此外，工作滿意度於個人－工作適配與留任意願之間具有中介效果。基於研究結果，本研究將提出相應之建議以供組織或管理者參考。

關鍵字

工作滿意度 ； 留任意願 ； 個人－工作適配 ； 醫療從業人員

並列摘要

Due to the high turnover rate in the healthcare industry, particularly in light of the aging population trend, the demand for healthcare manpower is increasing. Retaining skilled and knowledgeable workers has become a critical issue. The study focused on healthcare workers as research subjects, collecting information through questionnaire surveys and analyzing the data using statistical methods such as reliability analysis, Pearson correlation coefficient analysis, regression analysis, and mediation analysis. The findings indicated that (1) there was a positive correlation between person-job fit and job satisfaction. (2) Job satisfaction was positively correlated with intention to stay. (3) Person-job fit was positively correlated with intention to stay. (4) Job satisfaction was identified as a mediator between person-job fit and intention to stay. Based on the research findings, the study offers corresponding recommendations for organizations or managers to consider.

並列關鍵字

job satisfaction ； intention to stay ； person-job fit ； healthcare workers

參考文獻

林淑芳,雲安琪,張書菁(2016).工作滿意度、護理人員留任意願－以職場暴力為調節變數.健康管理學刊.14(2),43-68.

紀乃文,陳皓怡,楊美玉,鄭妃君,蔡維奇(2008).個人－工作適配量表發展：多元構面觀點.管理學報.25(5),577-598.

郭迦約,鄭曜忠(2021).我國各行業及職業類別之人員工作滿意度與留職意願關係之研究.國立金門大學學報.9(2),97-120.

陳怡君,劉廷揚(2019).外包人員留任因素研究：交通運輸公司之個案研究.政策與人力管理.10(2),1-29.

陳國瑚,陳麗如,蘇喜(2006).護理人員對護理工作認知與離職傾向之探討.台灣公共衛生雜誌.25(3),177-188.