員工工作態度與組織文化、領導行為、工作滿足及組織諾間之關係研究

The Research on the Relationships among Organizational Culture, Leadership Behavior, and Employee Work Attitude for Hospital Employees

張肅婷(Sue-Ting Chang)

《弘光學報》 40期 (2002/11) Pp. 35-44

https://doi.org/10.6615/HAR.200211.40.05

摘要

本研究是在探討醫療機構的員工的工態度與組織文化、領導行為、工作滿足與組織承諾間關係之實證研究。本研究為橫斷性調查研究，以台灣中部某三家醫院，除醫師以外之所有員工為研究對象。研究工具採自擬的問卷調查進行資料蒐集，共發出900份問卷，共回收有效問卷757份，有效回收率為84.1%。研究結果:(1)不同的醫院歷史背景，組織文化上之差異影響員工的工作滿足及組織承諾。(2)不同職務類別之員工，因工作性質所需之團隊性及技術性不同，表現出來的對『組織文化、工作滿足、組織承諾及領導行為』之看法有所差異：例如技術類的員工在組織文化、工作滿足及領導行為的同意度較護理類人員為高。(3)在個人特性上，以醫院年資超過六年以上的員工對組織文化、工作滿足及組織承諾的同意度比院齡較淺的醫院為高；學歷以較高教育程度者對『工作滿足』較高，職級以主管人員在工作滿足、組織承諾及領導行為的同意度均比基層員工為高。工作滿足與組織承諾有中等以上相關程度(即工作滿足愈高則組織承諾愈高)，並可預測員工之工作態度。領導行為及組織文化與員工的工作態度有中高度的正相關(即對領導行為愈滿足或是對組織文化愈滿足，則員工留任的程度愈高)。

關鍵字

組織文化 ； 領導行為 ； 組織承諾 ； 工作態度

並列摘要

This paper examines the relationships among organizational culture, leadership behavior, and employee work attitude in Taichung Area hospitals. This cohort study involved three hospitals in the Taichung Area, assessing all employees except physicians. The research instrument of choice was a well-structured questionnaire distributed among 900 persons. The final sample size was 768, therefore, the rate of return for the questionnaire was 85.3%. By using description analysis, person analysis, step multi-regression analysis, and analysis of variance, this study presents the major findings as follows: (1) For employees in the three different hospitals, their ＂organizational culture＂ holds the largest impact on ＂job satisfaction＂ and ＂organizational commitment.＂ (2) For employees in varying departments, their differences in job requirements- in relation to ＂team interaction＂ and ＂technical skills＂- influences the degree of correlation between ＂organizational culture,＂ ＂job satisfaction,＂ ＂organizational commitment,＂ and ＂leadership behavior.＂, For example, technical employees have higher ＂job satisfaction＂ ＂leadership behavior＂ than nursing employees. (3) There are also factors in each individual employee which affected the results of this study. For employees who have worked over six years, there is a higher degree of ＂agreement with organizational culture,＂ ＂job satisfaction,＂ and ＂organizational commitment＂ than those employees who have worked for less than six years. Relatively, for employees with junior college, university, master's degrees and above, there is a higher degree of ＂job satisfaction＂ than those employees with high school or lower than high school degrees. For employees who are of supervisory roles, the ＂agreement with organizational culture＂ and ＂leadership behavior＂ is higher than that of entry level positions. ＂Job satisfaction＂ showed the highest positive correlation to employee ＂employee work attitude,＂ therefore enabling one to predict employee ＂employee work attitude＂ directly through employee ＂job satisfaction.＂. ＂Leadership behavior＂ and ＂organizational culture＂ showed the highest positive correlation to employee ＂work attitude,＂ therefore enabling one to predict employee ＂employee work attitude＂ directly through employee ＂leadership behavior＂ and ＂organizational culture.＂

並列關鍵字

organizational culture ； leadership behavior ； employee work attitude

參考文獻

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