長期照護機構主管利他行為及心理資本 對住民關懷他人行為及幸福感之影響—員工組織公民行為 及人際親密為中介效果之驗證

The Effect of the Altruistic Behavior and Psychological Capital of Supervisors in Long-Term Care Institutions on Residents’ Care for Others and Well-Being: the Mediating Effect of Organizational Citizenship Behavior and Interpersonal Intimacy of Employee

江瑞敏(RUI-MIN JIANG)

指導教授 ： 鍾燕宜

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(2018年)

摘要

背景目的：受到消極老化理論影響，將老化侷限在病態視野裡，把高齡化問題認為是負擔依賴，而遺漏了其他的觀察面向。過去有關住民的研究常被設定為接受幫助的一方，鮮少探討住民是否能成為供應者，亦少討論個人認知、行為及環境三者之間產生的影響，因此想要藉由住民幫助人的角度探討住民、工作人員及主管之間的關係。
方法：以台中市及其他縣市長期照護機構、護理之家、日間照護為主要調查對象。採配對方式，主管、工作人員、住民搭配比例為1：3：5。當主管、工作人員、住民缺少一種樣本須全數刪除，視為無效問卷。主管拒答或無暇填答者，可由其職務代理人代替之；工作人員以日班為主，台勞有意願者優先；住民需意識清楚，能自行表達意見者。
結果：主管利他及心理資本對員工組織公民行為有正向影響；主管利他及心理資本對員工人際親密有部分影響。
結論：關係不會單獨存在，而是會互相影響，依據互惠原則，主管跟員工之間存在交換關係，主管協助員工獲得工作上的滿足後，促使員工產生回饋的心理，影響員工表現出有利組織的公民行為。主管無法對所有的部屬均分所擁有的資源及全面協助，與主管維持良好有親密關係的團體成員，跟主管才有較高品質的交換關係。

關鍵字

長期照護機構 ； 主管 ； 員工 ； 住民

並列摘要

Background: Nonprogrammed aging theory restricts aging to pathological consequences. The problems associated with aging are generally considered to be dependence and the placing of a burden on the aged individual, and other perspectives are neglected. Studies concerning residents in long-term care facilities （LTCFs） have often regarded residents as care receivers and have rarely explored whether they can also be care suppliers. There has also been a lack of discussion regarding the mutual influences of individual perception, behavior, and environment. Therefore, this study explored the relationships between residents, employees, and supervisors of LTCFs from the perspective of residents as carers.
Methods: The research subjects were residents, employees, and supervisors in LTCFs, nursing homes, and day care services for elderly people; in Taichung City particularly, but also in other counties and cities. This study paired supervisors, employees, and residents in a ratio of 1:3:5; a questionnaire was considered invalid if such a paired subject was missing. Supervisors who refused to answer or had insufficient time to complete the questionnaire were replaced by their functionary substitutes. Employees who worked during the day shift and Taiwanese workers who were willing to participate were preferred. Residents had to be conscious and able to express their opinions.
Results: The altruistic behavior and psychological capital of supervisors had a positive impact on the employees’ organizational citizenship behavior but only a partial effect on employees’ interpersonal intimacy.
Conclusion: Relationships, by definition, do not concern only one person. According to the principle of reciprocity,leader–member exchange （LMX） exists between supervisors and employees. Supervisors assist employees to obtain satisfaction from their job, which, in turn, encourages employees to give feedback and exhibit citizenship behavior that benefits their organization. Supervisors, however, cannot equally share their resources and offer full assistance to all their employees. Employees who maintain an intimate relationship with their supervisor will have higher quality of LMX.

並列關鍵字

long-term care facility ； supervisor ； employee ； resident

參考文獻

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中文部分

王元聖、王俊傑、高三福、洪敦賓（2012）。國中體育教師的不同背景變項與心理資本之差異。淡江體育，15，34-41。