探討手術室護理人員人格特質與組織氣候 對留任意願之影響

The Relevance of Personality Traits and Organizational Climate to Nurse Retention in The Operating Room

周虹瑜(HUNG-YU CHOU)

指導教授 ： 趙建蕾

中臺科技大學/管理學院/醫療暨健康產業管理系碩士班/碩士(2020年)

摘要

研究目的：
經由此研究了解在不同人格特質之手術房護理人員在不同工作環境及工作內容所表現出來的行為差異，而在組織氣候中不同氛圍是否影響醫療作業的效率，透過人格特質的調查並預測因應行為與組織氣候影響下探討現職於手術室護理人員的留任意願，提昇工作內容應對表現、產生和諧的組織氣氛，並有效降低護理人力的流動率。
研究方法：
本研究採橫斷式研究，針對台灣12家醫院之開刀房護理人員以立意抽樣的方式進行問卷調查，問卷內容為「個人基本資料」、「人格特質」量表、「組織氣候」量表及「留任意願」量表，蒐集之資料採用SPSS 25.0版進行統計分析，分析方法採描述性統計、獨立樣本t檢定、相關分析和多元迴歸分析，以檢定變項間是否有顯著性差異及有效的預測。
結果與討論：
本研究樣本之「年齡」、「婚姻」及「本院年資」與留任意願具顯著差異性，「年齡」在51~65歲及31~40 歲的留任意願大於 21~30 歲之手術室護理人員；「婚姻」留任意願為已婚之手術室護理人員大於未婚者；「年資」在10年以上之手術室護理人員之留任意願大於其他年資較輕者。在人格特質與組織氣候之相關性方面，組織氣候構面與「外向性」、「友善性」、「嚴謹性」和「智性/想像」人格呈現正相關；在組織氣候方面均與留任意願呈正相關；人格特質皆與留任意願呈現正相關。
結論：
綜合上述結果之結論為人格特質在年齡與平均月薪具統計學上顯著差異；組織氣候在性別、年齡及婚姻具統計學上顯著差異；留任意願在年齡、婚姻跟本院年資具統計學上顯著差異。人格特質與組織氣候及留任意願部分呈現統計學上顯著相關性。人口學變項、人格特質與組織氣候對留任意願部分具統計學上顯著之預測力(解釋力)。

關鍵字

手術室護理人員 ； 人格特質 ； 組織氣候 ； 留任意願

並列摘要

Purpose
Through this study, we can understand the behavioral differences of Operating Room(OR) nurses with different personality traits in different working environments and work contents, and whether it will affect the efficiency of medical treatment in different organizational climate. Through the investigation of personality traits to predict the response of personnel and the impact on organizational climate, we will discuss OR nurses’ willingness of retention, in order to improve their performance in the work of accountability and to produce a harmonious climate, and finally effectively reduce the flow rate of nursing human resources.

Method
A cross-sectional research is used to conduct a questionnaire survey on OR nurses in 12 hospitals in Taiwan. The content of the questionnaire includes “Personal Basic Information”, “Personality Traits”, “Organizational Climate” and “Willingness of Retention”. The study uses SPSS 25.0 to conduct statistical analysis on the collected data, and descriptive statistics, independent sample t test, correlation analysis and multiple regression analysis as the analysis method to test whether there are significant differences between the variables and effective prediction.

Result and discussion:
Age, marriage, and job tenure of the samples in this study have significant differences in willingness of retention. In terms of “age”, the OR nurse’s willingness of retention in the 51-65 years old and 31-40 years old is higher than 21 ~ 30 years old; in terms of “marriage”, the willingness of retention of married OR nurse is higher than that of the unmarried; in terms of “job tenure”, the willingness of retention of OR nurse with tenure of 10 years or more is higher than that of with lower tenure. For the correlation between personality trait and organizational climate, the composition of organizational climate is positively correlated with the personality traits of “extroversion”, “friendliness”, “rigorousness” and “intelligence / imagination”; both in organizational climate are positively related to willingness of retention; personality traits are positively correlated with willingness of retention

Conclusion:
Based on the above results, The study have compiled the following conclusions: personality traits have statistically significant differences in age and average monthly salary; organizational climate has statistically significant differences in gender, age and marriage; and willingness of retention in age, marriage and job tenure has the statistically significant differences. Personality presents a statistically significant correlation with the organizational climate and retention. Demographic variables, personality traits, and organizational climate have statistically significant predictability (explanatory power) for willingness of retention.

並列關鍵字

Operating Room Nurse ； Personality Traits ； Organizational Climate ； Willingness of Retention

參考文獻

參考文獻

一、 英文部分

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Allport, G. W.（1961）.Pattern and growth in personality.