提高工作滿意度與工作績效,進而降低離職傾向,為現今人力資源管理的一大課題。公立醫院在面臨公務預算逐年減少,以及配合勞僱契約進用事業人力制度的實施,開始招募不具公務人員資格的員工。因此,本研究以某公立區域醫院為研究對象,探討公立醫院非醫師的正式人員與非正式人員間對於醫院激勵態度、工作滿意度、離職傾向的差異性,研究結果期能作為公立醫院未來擬定激勵制度的參考,以提升員工之工作滿意度並降低離職傾向,增加醫院經營績效及獲利能力,達到永續經營的目標。 本研究以自行設計之問卷針對北部某公立區域醫院之所有非醫師全職員工進行調查,共回收有效問卷340份,回收率為60.7%。研究結果摘要如下: 一、激勵態度方面:在「自我發展」、「工作內容」的同意程度方面,非正式人員顯著低於正式人員;在「追求公平」、「他人肯定」、「個人自主性」、「組織氣氛」的同意程度方面則無顯著差異。 二、工作滿意度方面:在「內在滿意度」、「外在滿意度」、「整體滿意度」的滿意程度方面,非正式人員皆顯著低於正式人員。 三、在離職傾向方面無顯著差異。 根據研究結果顯示,不論是激勵態度或工作滿意度,非正式人員的確較正式人員為低,醫院經營階層應正視並提出有關的方法,以提升非正式人員的工作士氣。
For most organizations, to enhance job satisfaction for reducing turnover rate is extremely essential. The study focuses on the difference of motivation system, job satisfaction and turnover tendency between non-physician formal employees and the temporary ones in a target public regional hospital. This research suggests the solutions to promote both the motivation system in public hospitals and the job satisfaction to reduce turnover intention. The significant results are presented as follows, 1. Motivation system: There are significant differences between two kinds of employees on “self-development” and “job content” However, regarding “equity seeking”, “recognition”, “autonomy”, and ”organization atmosphere” there is no significant difference between non-physician formal employees and the temporary ones. 2. Job satisfaction: There are significant differences on “internal satisfaction”, “external satisfaction” and “total satisfaction”. Informal employees suffer much lower degree of satisfaction. 3. Turnover intention: There is no significant difference between two kinds of employees. Facing the lower degree of motivation attitude and job satisfaction, hospital managers must encourage the temporary employees.