教會醫院員工工作滿意度、組織承諾、組織文化調查研究

The Research on Employees Job Satisfaction, Organizational Commitment, and Organizational Culture of Religious Hospitals

孫得功(Te-Kung Sun)

指導教授 ： 毛莉雯

高雄醫學大學/健康科學院/公共衛生學研究所碩士在職專班/碩士(2003年)

摘要

研究目的：
本研究擬瞭解不同教會醫院員工工作滿意度，組織承諾及組織文化﹐並比較其異同。同時探討教會醫院員工工作滿意度，組織承諾及組織文化是否因其個人特質及工作類別不同而有所差異。
研究方法：
以高雄某天主教醫院及屏東某基督教醫院全體員工為研究對象，進行自填式問卷訪查，內容包括工作滿意度，組織承諾及組織文化量表，採用李克特五點計分法，與個人基本資料，醫院別及工作領域等，共發放問卷1606份，回收有效問卷1062份（其中天主教醫院400份、基督教醫院662份），佔66.12%，使用spss10.0版統計軟體進行分析。
研究結果：
兩所不同教會醫院員工在工作滿意度、組織承諾及組織文化認識整體構面上並無明顯差異，只有在滿意因素主管環境天主教醫院有顯著意義比基督教醫院高，但其平均值分別只有3.16與3.02。不同構面在不同個人特質與不同工作領域差異分析上發現有顯著差異者如後，在工作滿意度構面上，男性比女性高，年齡41歲以上較高，已婚比未婚高﹐教育程度以國中、小以下及研究所以上較高﹐服務年資10年以上最高﹐薪資10萬元以上最高，宗教信仰以信仰基督教者最高，工作領域則以醫師滿意度最高。在組織承諾構面上，已婚比未婚高，信仰基督教比其他宗教及無信仰高，薪資10萬元以上及3萬元以下比3~5萬元者高﹐年資10年以上最高﹐年齡30以下最低，教育程度高中職比專科及大學高，醫師及行政人員比護理人員高。在組織文化構面上，男性比女性高，已婚比未婚高﹐教育程度國中、小以下比專科大學高，服務年資10年以上較高。
討論與建議：
在工作滿意題目內容來看，整體上得分較高的前三題為目前工作能提供替他人服務的機會，不會違反自己的道德原則及醫院提供一個穩定的就業環境，說明了教會醫院員工熱心服務，單純善良及與世無爭的本質。而得分最差的三題為工作量和薪資相比較，在醫院有晉升機會及醫院執行政策的方法，平均分數都小於3，建議教會醫院設立日常管理指標、實施計劃性的工作輪調、設計多元性之專案計劃及增進員工對院方政策的了解。
從組織承諾題目內容來看，為這家醫院服務是錯的、沒有忠誠度及只要有小改變便離開這家醫院得分都很低，可見兩家醫院員工持續承諾都不好，可能與佔多數的護理人員有關。
由組織文化題目內容來看，天主教醫院員工間彼此信賴，醫院作風保守，主管使用命令語氣說話及管理相當嚴格方面顯著高於基督教醫院的員工。而基督教醫院員工間富有冒險進取精神、常鼓勵員工思考、醫院積極從外界蒐集與顧客相關的資訊及管理處理程序明確上顯著高於天主教醫院。建議基督教醫院需加強員工間彼此信賴，這可由院內社牧部及高階主管本身帶頭做起。對於天主教醫院，則應積極改革開放、改善管理態度、建立資訊交換中心，多方面攝取新知及醫療健保相關資訊。
不同工作領域對不同構面差異分析，發現護理人員在整體組織承諾及工作滿意因素主管環境得分最低，各為3.20±0.35及2.99±0.56，護理人員佔醫院全體員工一半以上，高層管理者除積極提昇護理人員工作滿意度外，更應落實護理在職教育、建立單位自治模式、傾聽護理人員心聲以減少其流動率，增加醫院對外競爭力。

關鍵字

教會醫院 ； 工作滿意度 ； 組織承諾 ； 組織文化

並列摘要

The research is intended for understanding the employees’ Job Satisfaction, Organizational Commitment and Organizational Culture in different religious hospitals and makes a comparison between the similarities and differences of the three sections. In addition, the research investigates and discusses whether personal characteristics and job classification are the causes resulting in the differences to Job Satisfaction, Organizational Commitment and Organizational Culture between the religious hospitals’ employees.
The subjects of the research are the staffs of a Christian hospital in Ping-Tong and a Catholic hospital in Kaohsiung. They are required to fill in the questionnaire .The contents of the questionnaire include the Job Satisfaction, Organizational Commitment and Organizational Culture. The Leikert is adopted. Personal background, hospital classification and the working fields are included. 1606 copies of the questionnaire are distributed and 1062 effective copies are received (400 copies from the Catholic hospital and 662 copies from the Christian hospital). The percentage is 66.12%, which is analyzed by using SPSS 10.0 statistics software.
There is no significant difference in the dimensions of Job Satisfaction, Organizational Commitment and Organizational Culture between the staffs of these two religious hospitals. However, for the factor¾chief’s surroundings in Job Satisfaction, the Catholic hospital’s staffs have much more striking satisfaction to the chief’s surroundings than the Christian hospital’s staffs do. Their averages are 3.16 and 3.02 separately. The analyses to different personal characteristics and working fields in different dimensions show the following remarkable differences. First of all, in the dimension of Job Satisfaction, males are higher than females. People aged over 41 are higher. The married are higher than the unmarried. People who graduate from primary school, junior high school and graduate school or above are higher. People whose working years are over 10, whose salaries are more than 100,000 and whose religion is Christianity are the highest. As to working fields, the doctors are the highest. Secondly, in the dimension of Organizational Commitment, the married are higher than the unmarried. Christians are higher than people of other religions and people of no religion. Also, people whose salaries are over 100,000 and beneath 30,000 are higher than those whose salaries are between 30,000 and 50,000. People whose working years are more than 10 are the highest. People who are below 30 years old are the lowest. As to cultural background, people who graduate from high school and vocational school are higher than those who graduate from junior college and university. Also, doctors and administrators are higher than nurses. Finally, in the dimension of Organizational Culture, males are higher than females. The married are higher than the unmarried. People who graduate from primary school and junior high school are higher than those who graduate from junior college and university. In addition, people whose working years are more than 10 are higher.
According to the research, the following are some discussions and suggestions. Firstly, from the contents of Job Satisfaction, the first three high-scored items are the current jobs can offer chances to serve others, the jobs will not violate one’s moral principles, and the hospitals provide steady employment surroundings. According to the above results, it accounts that the staffs of the religious hospitals are enthusiastic when serving others. It also accounts for their qualities of being kind-hearted, unpretending and in harmony with the rest of the world. One the contrary, the last three low-scored items are the workload compared with salary, the chances of being promoted and the performance of policies. Since the averages of these three items are below 3, it is suggested that the religious hospitals should establish the regular norms in management, enforce the planned shifts in work, design multiple special projects and enhance the employees’ understanding to the policies of the hospitals.
Secondly, from the contents of Organizational Commitment, the following items are low-scored ones. The first one is that serving his or her hospital is wrong; the second one is that no royalty to his or her hospital; the third that one is that leaving his or her hospital once there is a small change from the hospitals. It is obvious that these two hospitals’ staffs are not good in continuing with commitment. This is probably concerned with the majority of nurses.
Thirdly, from the contents of Organizational Culture, it shows that the Catholic hospital’s staffs get higher scores than the Christian staffs in the following sections: mutual trust in employees, the hospitals’ conservative ways, the administrators’ commending tone and the rather strict management.
On the other hand, the Christian hospital’s staffs get higher scores than the Catholic hospital’s staffs in the following sections: to be rich in adventurous spirits, to encourage staffs to contemplate, to collect clienteles’ related information vigorously, and to manage handling processes definitely. It is suggested that the Christian hospital should strengthen the employees’ mutual trust, which can be achieved by the leading of the high-ranking general officers and missions in the hospitals. As far as the Catholic hospital is concerned, the managerial modes should be reformed to be open and liberal. Besides, information exchange center should be established and new knowledge and information concerning medical health should be acquired extensively.
The analyses to different working fields in different dimensions show that the nurses get the lowest scores in the overall Organizational Commitment and the factor¾chief’s surroundings in Job Satisfaction. The scores are 3.20±0.35 and 2.99±0.56 separately. More than a half employees in the hospitals are nurses. The high-ranking general officers should positively increase the nurses’ job satisfaction. Moreover, they should take firm action to deal with the nurses’ education on the job and establish the modes of autonomous units. They also need to listen to the nurses’ heart’s desire so that the mobility can be decreased. The hospitals also should increase their competitive ability towards outside.

並列關鍵字

Religious Hospitals ； Job Satisfaction ； Organizational Commitment ； Organizational Culture

參考文獻

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