探討台北市立醫院員工對醫院改革策略之認知與態度

A Study on the Perception and Attitude of Taipei Municipal General Hospital Employees for the Strategies of Reforming Hospitals

張英明(Ying-Ming Chang)

《醫務管理期刊》 6卷1期 (2005/03) Pp. 37-54

https://doi.org/10.6174/JHM2005.6(1).37

摘要

本研究在探討台北市立綜合醫院員工，於醫療環境變遷下，對任職醫院之競爭力及自身工作之危機感的認知，以及對變更醫院經營策略的態度。本研究係針對台北市六家市立綜合醫院之醫師員工採用普查，非醫師員工每二人取一人之方式，以結構式問卷所蒐集之資料。本調查於91年3月共發出2,762份問卷，有效回收樣本為877份，回收率為31.8%。研究結果顯示，在任職醫院之競爭力認知上，一般員工覺得任職醫院之競爭力尚可；非醫師人員比醫師人員認為醫院競爭力較差；資淺人員比資深人員認為醫院競爭力較佳。在工作危機感認知方面，一般員工均頗富危機感；非醫師員工比醫師員工較富危機感；非主管人員則比主管人員較具危機感。在改變經營策略之期望及態度方面，市立醫院員工之期望依序為：在現制下做改革、小幅度改革、中幅度改革，最後才是大幅度改革，而且對於此四種改革模式，均有半數以上之員工願意繼續留下服務。至於員工之危機感與期望改革幅度間並未發現有相關性。因此本研究建議如下：（一）台北市政府衛生局可加大改革腳步，加強與員工溝通，以利改革進行；（二）各市立醫院有責任提供正確之經營資訊給員工，對員工加強教育；（三）市立醫院員工應充實自己，以提升服務品質、強化自己及醫院的競爭力。

關鍵字

認知 ； 民營化 ； 策略 ； 競爭力 ； 工作危機感

並列摘要

The purpose of this research is to understand the perception, expectation and attitude of Taipei Municipal General Hospital employees toward competency of their hospital, job security, and the reforming strategies under the changing medical environment. This research conducted a cross-sectional self-administered questionnaire survey on six Taipei Municipal General Hospitals. The sample is composed of all physician employees and 50% of non-physician employees. The total number of questionnaire mailed out was 2,762, the number of effective response was 877, the overall response rate was 31.8%. Important findings are as the followings: Regarding the perception of hospital competency, most employees are satisfied with the performance of their hospitals, non-physician employees and senior employees tend to have a less favorite impression than physician employees and junior employees. Regarding the job security, most employees perceived a threat to their job security in the future, non-physician and non-supervisor employees perceived a stronger threat to job security than physician and supervisor employees. Regarding the expectation and attitude of reforming hospital strategies, most employees prefer the following order: (1) reformed under the current system: (2) small scale reformation: (3) middle scale reformation: (4) large scale reformation. Moreover, no matter which of the 4 strategies is employed, more than 50% of employees are willing to keep the current job. This survey fails to show significant correlation between the degree of threat toward job security and preferred reformation scale. Based on the above results, this study concludes that: (1) The Department of Health may speed up reforming process of municipal hospitals, and communicate fully with employees to make them understand the reality of changing medical environment; (2) The municipal hospitals should provide more accurate operating information to the employees and tone up the education to the employees who are totally unconcerned; (3) The hospital employees have to realize that the best way to survive in the competitive medical market is to refresh themselves; learn new knowledge and promote the quality of services they offered.

並列關鍵字

Perception ； Privatization ； Strategy ； Competency ； Job Security

參考文獻

Robbins SP、De Cenzo DA、林建煌編譯(1999)。現代管理學。台北:華泰書局。

王國團()。

台北市政府衛生局(1996)。台北市政府衛生醫療白皮書。

江靜楓(2001)。公私立醫院醫師薪資制度設計與醫院醫師生產力的研究(碩士論文)。國立臺灣大學。

柯子臨(2002)。我對公立醫院公辦民營的看法。台灣醫界。45(3)，60-62。