- 學位論文
倫理氣候認知對組織承諾、組織公民行為與離職傾向影響之研究--- 以南部地區醫院員工為例
A Study of the Influence of Perceived Ethical Climate on Organizational Commitment, Organizational Citizenship Behavior and Turnover Intention --- The Case of the Hospital Employees of Southern Taiwan.
摘要
論文摘要 現今社會上有許多醫療糾紛與醫病關係間的衝突，肇因於醫療院所內的員工對於組織倫理氣候認知的不足，且對組織的認同度不同，因而直接或間接的影響其工作表現。此外，醫院管理部門在評價員工的工作績效時，不應僅專注於角色內行為，還應多注意角色外行為。如能瞭解其行為動機並加以引導，不僅有助於員工表現出組織所期待與重視的公民行為，更能降低其離職傾向，增進組織績效與提升醫療品質。 本研究主要目的希望能探討醫療機構人員之倫理氣候認知是否對組織承諾、組織公民行為與離職傾向產生影響；並檢視組織承諾及組織公民行為之中介效果，以提供醫院管理部門參考。 本研究以南部地區醫院員工為研究對象，共回收有效問卷372份，回收率為46.04％。經實證分析結果發現：第一，倫理氣候認知對組織承諾有顯著的影響，亦即，當醫院員工的倫理氣候認知愈高時，其組織承諾愈高。第二，組織承諾對組織公民行為有顯著的影響，亦即，當醫院員工的組織承諾愈高，愈會展現高度的組織公民行為。第三，組織承諾對離職傾向有顯著的影響。亦即，當醫院員工的組織承諾愈高，其離職傾向愈低。第四，組織公民行為中的保護組織資源對於離職傾向有顯著的預測力，但整體而言對離職傾向無顯著的影響。第五及第六，醫院員工的倫理氣候認知會透過組織承諾個別對組織公民行為及離職傾向產生顯著的影響。亦即，組織承諾具有中介效果。第七，醫院員工的組織承諾不會透過組織公民行為對離職傾向產生顯著的影響。亦即，組織公民行為不具中介效果。 依據研究結果，醫院管理部門應重視組織倫理氣候的改善，並提高醫院員工的組織承諾，進而激勵員工組織公民行為的展現，期以降低員工離職傾向，增進組織績效及醫療品質，達到組織永續經營的目標。
並列摘要
abstract Today, there are a lot of medical disputes and conflicts among doctors and patients, which might be caused by the hospital employees who have insufficient recognition of organizational ethical climate and have different degree of commitment towards the organization. In addition, when the administrative department of the hospital evaluates employees’ job performance, they should not only pay attention to employees’ in-role performance but should also take more notice of their extra-role performance. If the hospital understood their employees’ motivation and knew how to guide them, employees might exhibit more of expected organizational citizenship behavior and might reduce their turnover intention. Then the employees’ organizational citizenship behavior may help improve the organizational performance and increase the quality of medical care and services. The purpose of the research aims at exploring whether the ethical climate that the medical institute staff perceived will influence their organizational commitment, organizational citizenship behavior and turnover intention, and examines individually the mediating effect of organizational commitment and organizational citizenship behavior. The results of this study hopefully can be used as a reference for the administrative department of the hospital. This research focuses on the hospital employees of the southern part of Taiwan. There are 372 questionnaires in valid and the response rate is 46.04％. The research results show as follows. Firstly, the perceived ethical climate has significantly influenced on organizational commitment. That is, the higher the perceived ethical climate, the more the organizational commitment that employees will be demonstrated. Secondly, the organizational commitment has significant influences on organizational citizenship behavior. That is, the higher the organizational commitment, the more organizational citizenship behavior that employees will be exhibited. Thirdly, the organizational commitment has significantly influenced on turnover intention. That is, the higher the organizational commitment, the less turnover intention employees have. Fourthly, only protecting organizational resources in organizational citizenship behavior can significantly predict turnover intention. But the overall dimension of organizational citizenship behavior has no significant influences on turnover intention. Fifthly and sixthly, the employees’ perceived ethical climate has significantly influenced organizational citizenship behavior and turnover intention through organizational commitment. That is, the organizational commitment has the mediating effect. Seventhly, the employees’ organizational commitment has no significant influences on turnover intention through organizational citizenship behavior. That is, the organizational citizenship behavior serves no mediating effect. According to the results of this research, the administrative department of the hospital should pay more attention to the improvement of the organizational ethical climate, increase the employees’ organizational commitment and encourage the performance of organizational citizenship behavior. Then the employees’ turnover intention will be reduced, the performance of organization and the medical quality of the hospital will be promoted. The goal of continuous operation will also be achieved.