本研究目的旨在探討基層醫療機構內部團隊自我效能與工作滿意度對員工工作績效之影響，主要以結構方程模型進行資料分析，研究工具包含「一般自我效能量表」、「護理人員工作滿意度量表」。本研究範圍及對象為南部7家基層診所、2家衛生所及2家藥局之醫師、藥師、護理及行政人員為研究對象。以SmartPLS分析方法進行模型之分析透過相關統計軟體進行分析探討採相關性研究設計，以方便取樣採用問卷調查。本研究正式量表採用網路問卷，進行資料蒐集，收案期間自民國111年3月1日至111年4月1日止，共發出210份問卷，回收205份（回收率98.00%），刪除未填寫完整的問卷6份，共得有效問卷199份（有效回收率 97.00%）。
綜合本研究之分析結果，本研究發現工作滿意度與工作分配及相關獎賞與肯定有顯著的正向影響，但是工作滿意度對員工的工作績效也沒有顯著影響。自我效能與員工的工作績效則為顯著正向影響，情緒上的激勵及員工過去成就與表現與自我效能有顯著正向影響，同時自我效能對員工的工作滿意度沒有顯著影響。因此影響工作績效的主要因子為自我效能，而影響自我效能的主要因子為情緒上的激勵及員工過去成就與表現。本研究對基層醫療機構如何提升工作績效，建議如下：基層診所聘任員工時須考慮該員過去成就與表現，一般員工進入診所服務之前，皆有其個人因素，本研究指出，員工過去成就與表現較佳者，其自我效能較高，進而影響其工作績效，因此建議基層院所挑選員工時須注意其過去成就與表現。另外本研究也發現，情緒上的激勵也會影響自我效能，因此基層院所宜建立良好相互間的交流管道，主管能傾聽內部醫療團隊成員的回饋並給予適當激勵措施，可以提升員工之自我效能。
隨著基層醫療機構之間競爭愈來越激烈，本研究針對基層院所員工調查之結果，希望能協助基層院所管理者經營上的建議，增強診所競爭能力，永續經營。

The purpose of this research was to investigate the impact of internal team self-efficacy and job satisfaction on employee job performance in primary medical institutions. The scope and object of this research are physicians, pharmacists, nursing and administrative staff of 7 grassroots clinics, 2 health centers and 2 pharmacies in the south of Taiwan. The model is analyzed with the SmartPLS analysis method, and the relevant statistical software is used to analyze and explore the correlation research design, so as to facilitate the sampling and use the questionnaire survey. The official scale of this research uses online questionnaires to collect data. During the period from March 1, 2022 to April 1, 2022, a total of 210 questionnaires were sent out and 205 were returned (the return rate was 98.00%). 6 incomplete questionnaires were deleted, and a total of 199 valid questionnaires were obtained (the effective return rate was 97.00%).
Based on the analysis results of this study, this study found that job satisfaction has a significant positive impact on job assignment and related rewards and affirmations, but job satisfaction has no significant impact on employees' job performance. Self-efficacy and employees' job performance have a significant positive impact, emotional motivation and employees' past achievements and performance and self-efficacy have a significant positive impact, while self-efficacy has no significant impact on employees' job satisfaction. Therefore, the main factor affecting job performance is self-efficacy, and the main factor affecting self-efficacy is emotional motivation and employees' past achievements and performance. This study proposes the following suggestions on how to improve work performance in primary medical institutions: when recruiting employees in primary clinics, the past achievements and performance of the staff should be considered. Before entering the clinic services, ordinary employees have their own personal factors. This research points out that the past achievements and performance of employees The better ones have higher self-efficacy, which in turn affects their work performance. Therefore, it is recommended that grassroots institutions should pay attention to their past achievements and performance when selecting employees. In addition, this study also found that emotional motivation also affects self-efficacy. Therefore, grassroots institutions should establish good communication channels with each other. Supervisors can listen to the feedback of internal medical team members and give appropriate incentives, which can improve employees’ self-efficacy. With the increasingly fierce competition among primary medical institutions, this study aims to assist the managers of primary institutions with operational suggestions based on the survey results of employees in primary institutions, so as to enhance the competitiveness of clinics and ensure sustainable operation.

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