員工自我導向學習與組織創新效能關係之研究-以某區域教學醫院為例

A Study on the Relationship Between Employees’ Self-Directed Learning and Organizations’ Innovation Effectiveness-Take a District Hospital in Taoyuan for Example

黃憶文(YI-WEN HUANG)

指導教授 ： 王保進

中原大學/人文與教育學院/教育研究所/碩士(2022年)

https://doi.org/10.6840/cycu202201425

摘要

醫療產業之發展與社會發展及全民健康息息相關，醫療機構必須隨時掌握外在及內部環境的變化，將創新的想法、創新的技術及創新的管理制度，推展並落實於組織工作中，然，這些自然是少不了組織內最大的動力來源-員工，不同職類的員工扮演著與組織一同推進的重要角色，而員工的自我成長則相當重要，本研究旨在探討員工自我導向學習與組織創新效能間之關係，研究方法採問卷調查法分層隨機抽樣方式進行，以桃園市某教學醫院為對象，共發出300份，回收254份，有效問卷254份。使用之問卷調查內容採用自編之「員工自我導向學習與組織創新效能關係之研究調查問卷」，所得之資料以描述性統計、獨立樣本t檢定、單因子變異分析、皮爾森積差相關及多元迴歸分析。
綜合文獻探討及研究調查結果，本研究獲得結論如下：
一、員工自我導向學習參與程度高。
二、組織創新效能表現呈中等。
三、員工會因背景變項之不同在自我導向學習上有差異。
四、組織創新效能會因背景變項之不同而有差異。
五、員工之自我導向與組織創新效能具有中度正相關。
六、員工之自我導向對創新效能整體之預測力約在11%至23%之間。

關鍵字

自我導向學習 ； 創新效能 ； 組織創新效能

並列摘要

The development of the medical industry is closely related to the development of society and the health of all citizens, and medical institutions must keep up with changes in the external and internal environment. Innovative ideas, innovative technologies, and innovative management systems are the most important part of an organization’s work. The most important source of motivation in an organization is its employees.
The purpose of this study was to investigate the relationship between employee self-directed learning and organizational innovation effectiveness.
A total of 300 questionnaires were issued to a teaching hospital in Taoyuan City, and 254 questionnaires were returned, with 254 valid questionnaires. The questionnaire used was the self-administered "Employee Self-Directed Learning and Organizational Innovation Effectiveness Research Questionnaire".
For analyzing and studying questionnaire data, quantitative methods such as descriptive statistics, independent sample t-test, one-way ANOVA, Pearson product-moment correlation, and multiple regression analysis were used.
Some results were found in the study below：
1. High level of employee participation in self-directed learning.
2. Medium performance in organizational innovation.
3. There are differences in self-directed learning among employees depending on their background variables.
4. Organizational innovation Effectiveness according to contextual variables.
5. Employee self-direction has a moderate positive correlation with organizational innovation effectiveness.
6. The overall predictive power of employee self-directed learning on innovation performance ranged from 11% to 23%.

並列關鍵字

Self-directed learning ； Innovation Effectiveness ； Organizational Innovation Effectiveness

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