居家服務組織文化對居家照顧服務員工作滿意度與留任意願關係之研究

ＡStudy on the Relationship among Home Care Organization Culture, Job Satisfaction, and Retention Intention of Nurse Aides in Long-Term Care Institutions

楊素珍(Su-Chen Yang)

指導教授 ： 賴弘基

國立暨南國際大學/教育學院/諮商心理與人力資源發展學系 終身學習與人力資源發展碩士班/碩士(2023年)

https://doi.org/10.6837/ncnu202300209

摘要

為了解決人口快速老化及其所衍生的健康、照顧問題，近年來我國政府積極建構長期照顧體系，以期滿足老人與失能者的各類照顧需求。在長期照顧體系下，服務人力以第一線的居家照顧服務員需求最大也最為迫切，但長期居家照顧服務員的流動率比例偏高，有鑑於此探討造成居服員高流動率原因，與如何提高從事照顧服務工作的工作滿意與留任意願，為本研究之動機。本研究旨在探討居家服務機構之組織文化與居家照顧服務員留任意願之關係。研究目有以下七點：1.不同背景變項之居服員在組織文化之差異情形為何？；2.不同背景變項之居服員工作滿意度之差異情形為何？；3.不同背景變項之居服員留任意願之差異情形為何？；4.居服員之組織文化與工作滿意度之關係為何？；5.居服員之組織文化與留任意願之關係為何？；6.居服員之工作滿意度與留任意願之關係為何？；7.組織文化在居服員留任意願過程中，工作滿意度所扮演之中介效果為何？。本研究以臺中市 302 家居家長照機構之居家照顧服務員為研究對象，採網路問卷調查，回收有效問卷共 304 份，針對問卷調查所得結果，以SPSS 統計軟體進行敘述性統計、信度分析、單因子變異數分析、獨立樣本t檢定、迴歸分析、路徑分析等統計方法。
本研究所獲得知結論分述如下：
ㄧ、目前居服機構組織文化類型，傾向於團隊文化類型。
二、居服員之工作滿意度與留任意願，近年沒有提升。
三、現狀上內在滿足略高於外在滿足。
四、現狀上專業留任高意願較高於組織留任意願。
五、個人背景變項，年齡、是否為家中主要收入者及自覺健康狀具有影嚮力。
六、團隊文化類型對工作滿意度與留任意願影響力最大。
七、工作滿意度對留任意願具有正向影響力。
八、工作滿意度對組織文化在居服員留任意願過程中，具有正向中介效果。

關鍵字

居家服務 ； 居家照顧服務員 ； 組織文化 ； 留任意願 ； 工作滿意度

並列摘要

In order to address the rapid aging of the population and the resulting health and care problems, the government has been actively building a long-term care system in recent years to meet the various care needs of the elderly and the disabled. However, the turnover rate of nurse aides is high. In view of this, this study is motivated to investigate the reasons for the high turnover rate of nurse aides and how to improve the job satisfaction and retention of nurse aides. The purpose of this study is to investigate the relationship between the organizational culture of home care agencies and the retention of nurse aides. The research objectives are as follows:
1.To investigate the differences in organizational culture among nurse aides based on various background variables.
2.To examine the differences in job satisfaction among nurse aides based on various background variables.
3.To explore the differences in retention intention among nurse aides based on various background variables.
4.To analyze the relationship between organizational culture and job satisfaction among nurse aides.
5.To assess the relationship between organizational culture and retention intention among nurse aides.
6.To examine the relationship between job satisfaction and retention intention among
nurse aides.
7.To investigate the mediating effect of job satisfaction on the relationship between. organizational culture and retention intention among nurse aides.
In this study, a total of 304 valid questionnaires were collected from 302 nurse aides in home care agencies in Taichung.
The conclusions obtained from this study are as follows:
1.The current organizational culture within home care institutions tends to lean towards a team-oriented culture.
2.The job satisfaction and retention intention among nurse aides have not shown improvement in recent years.
3.Intrinsic satisfaction slightly outweighs extrinsic satisfaction.
4.Profession-related retention intention is higher than organizational-related retention intention.
5.Individual background variables, such as age, being the primary income earner in the family, and self-perceived health status, have influential effects.
6.The team-oriented culture has the greatest impact on job satisfaction and retention intention.
7.Job satisfaction has a positive influence on retention intention.
8.Job satisfaction plays a mediating role in the relationship between organizational culture and retention intention among nurse aides.

並列關鍵字

Home Care ； Nurse Aides ； Organizational Culture ； Job Retention ； Job satisfaction

參考文獻

DOI: https://doi.org/10.1017/S0144686X14001111

一、中文文獻

王怡芬（2017）。我國機構式照顧服務員職能模型建構及對長期照顧培育課程之啟示（未出版博士論文）。國立中正大學。

王祖琪、劉立文（2020）。正視照服員職傷議題提升長期照顧品質（林怡慧，採訪撰稿）。產業焦點，28(3)，15-17

王源欽（2008) 。組織文化與組織偽善關聯性之跨國性研究：老子學說之觀點（未出版博士論文）。長榮大學。