以整合性科技接受模式探討醫院導入知識管理系統之員工接受度研究

Using UTAUT to Explore Employees’ Acceptance toward the Implementation of Knowledge Management System in a Hospital

黃文良(Wen-Liang Huang)

指導教授 ： 陳金淵

長榮大學/健康科學學院/醫務管理學系(所)/碩士(2012年)

https://doi.org/10.6833/CJCU.2012.00176

摘要

目的 面對環境的快速變化、社會型態與價值觀不斷的演變，醫療機構需要創新及改變，藉由本身的專業知識與現代化資訊科技結合，提升效率及效能以化解市場競爭的壓力。本研究係以整合性科技接受使用理論為基礎，探討醫院導入知識管理系統員工接受程度及其影響因素，以提供醫療產業在未來導入、實施教育訓練及系統改善之參考。
方法 本研究採用結構式問卷，以南部某區域醫院之醫師、護理、醫技及行政四大職類人員為調查對象，以等比例取樣發放問卷500份，回收有效問卷325份（65%），問卷資料整理後，以SPSS進行差異性、相關性及複迴歸等統計分析，檢測知識管理系統導入之員工接受度影響因素。
結果 影響員工對知識管理系統之使用意圖為「組織影響」（β=0.245, p<0.001）及「績效期望」（β=0.380, p<0.001），但不受「易用期望」影響；「使用行為」則會受到「幫助條件」（β=0.201, p<0.001）、「使用意圖」（β=0.518, p<0.001）之影響。在干擾變數方面，性別、年齡會干擾「績效期望」對「使用意圖」之影響；性別、年齡、經驗會干擾「組織影響」對「使用意圖」之影響；至於「幫助條件」對「使用行為」之影響，在不同的年齡及經驗上會有不同的效應。也就是說，績效期望、組織影響、幫助條件對使用意圖及使用行為之影響程度，會因性別、年齡、經驗變項之干擾而有所不同。
結論 醫院要提高員工對知識管理系統的使用行為，應從部門主管訓練及操作介面去著手規劃，一方面強化主管的改革企圖心，辦理相關教育訓練，訂定達成目標，納入主管績效考核項目，建立實質獎勵機制及培養種子教師；一方面優化知識管理系統的操作介面，以人性化的簡單設計，讓員工自發性使用及改變工作習慣，自然而然可達到知識管理系統的導入成效。

關鍵字

知識管理系統 ； 整合性科技接受使用理論 ； 醫療產業

並列摘要

Objective In face of rapid changes in the external environment, social patterns and values, medical institutions need more innovation and change. They can integrate their professional knowledge and modern information technology to improve their efficiency and efficacy so as to withstand pressure from market competition. Based on Unified Theory of Acceptance and Use of Technology (UTAUT), this study explored factors affecting acceptance and use of knowledge management systems among hospital employees. Results of this study could be a reference for medical institutions in introduction of a knowledge management system, implementation of education training, and improvement of the system.
Method Data were collected using a structured questionnaire administered to four groups of personnel (physician, nursing, medical technologist and administrative staff) of a regional hospital in southern Taiwan. A total of 500 questionnaires were distributed among the four groups according to the proportion of each group, and 325 valid responses were obtained (65%). These responses were analyzed on SPSS using methods including differences analysis, correlation analysis and multiple regression modeling to identify factors affecting employees’ acceptance of knowledge management systems.
Result Employees’ intention to use knowledge management systems was affected by “organizational influence” (β=0.245, p<0.001) and “performance expectancy” (β=0.380, p<0.001) but not by “effort expectancy”; their “usage behavior” was affected by “facilitating conditions” (β=0.201, p<0.001) and “usage intention” (β=0.518, p<0.001). Besides, the relationship between “performance expectancy” and “usage intention” was moderated by gender and age; that between “organizational influence” and “usage intention” was moderated by gender, age and experience. The effect of “facilitating conditions” on “usage behavior” varied by age and experience. In other words, the extent to which performance expectancy, organizational influence and facilitating conditions affected usage intention and usage behavior depended on gender, age and experience.
Conclusion To increase employees’ usage of a knowledge management system, hospital managers can focus their efforts on training of department supervisors and design of the system’s user interface. On one hand, they should induce supervisors’ ambition for reform, offer education training, set up goals and put them into performance evaluation, establish reward mechanisms and cultivate seed instructors; on the other, they should optimize the system’s user interface with intuitive designs to motivate employees’ usage of the system and gradual change of their work habits. These efforts can ultimately lead to improved effectiveness of the knowledge management system.

並列關鍵字

knowledge management system ； Unified Theory of Acceptance and Use of Technology (UTAUT) ； healthcare industry

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