- 學位論文
員工福利推展認知狀況分析及未來改善策略之研究-以南部某醫學中心為例
A Study of Employees Perception and Satisfaction with Benefit program ~Example of a Medical Center in Southern Taiwan
摘要
本研究以南部某醫學中心為個案，透過與各職務類別專家深度訪談，歸納分析其職務類別福利現況、需求程度、滿意程度，再透過線上的問卷，分別針對個案醫院四大員工族群(行政、醫技、護理、醫師)進行需求程度與滿意度的抽樣調查，最後依據質性與量化的交叉分析，歸納出個案醫院在需求程度與滿意度間的關係如下。 在經濟性福利部分之需求程度大於滿意度；康樂性福利部分之需求程度小於滿意度，設施性福利部分之需求程度小於滿意度，而經濟性福利措施得分最高，代表經濟上實質給予普遍是被期待與接受的，康樂性福利滿意度高於需求程度，代表個案醫院這方面的努力是獲得員工所肯定的。 在年齡別、年資別、各職務類別參與福利性措施需求程度與滿意度差異分析上，1.需求程度部分(1)年齡層對於各項福利措施未有顯著差異，(2)年資對於各項福利性措施檢定結果，在設施性福利員工健康促進中心項目，年資25年以上對1年以下有顯著正差異。(3)職務別對於各項福利性措施檢定結果不顯著。2.滿意度部分(1)年齡層以30歲以下與31~39歲、40~49歲在康樂性福利措施方面有顯著差異。(2)年資對於各項福利措施未有顯著差異。(3)職務別部份以設施性福利，部分類別如醫師類與其他類別有顯著差異。 在未來改善策略上，除持續維持員工支持程度高的經濟性福利措施外，對於滿意度提升改善策略，整體性作法可運用醫療院所之專業性，於康樂性福利措施外可結合醫療資源去推動。
並列摘要
This study aimed at assessing the status of welfare for employees in a single medical center setting through (1) in-depth interviews with experts regarding the current status of welfare as well as the degrees of demand and satisfaction, and (2) questionnaire-based study of the degrees of demand and satisfaction in four major groups of employees (i.e., administrative staff, medical technologist, nurses, and physicians). Through qualitative and quantitative analyses, the results showed that the degree of satisfaction was higher than that of demand in recreational welfare, while the degree of satisfaction was lower than that of demand in both economic and installation aspects of welfare. The demand was highest in economic welfare, highlighting the general expectation and acceptance of the employees. The higher degree of satisfaction compared with that of demand reflected satisfaction of the employees with the effort of the hospital in this aspect. Regarding the association of age, working years, and category of employees with the degrees of welfare demand and satisfaction, the results of the present study demonstrated that: 1. In the aspect of demand: (1) No significant correlation was noted between age and all welfare items; (2) Significant difference was noted in the demand for facilities (i.e., Staff health promotion center) between employees who had worked for over 25 years compared to those who worked for less than a year; (3) No significant difference was noted between the category of employees and different welfare measures. 2. In terms of satisfaction: (1) Significant difference existed between employees of age below 30 and those with age ranges of 31-39 and 40-49; (2) No significant difference was noted between working years and different welfare items; (3) Significant difference was noted in installation welfare between physicians and other categories of employees. In addition to sustaining the economic welfare items with high degree of demand and satisfaction, improvement strategy may also include the integration of medical profession and recreational welfare measures in the setting of a medical institute resources.