急診醫師留任因素與工作滿意度相關性之研究

The Relationship between Emergency Physicians' Intention and Work Satisfaction

陳明晃(Ming-Huang Chen) ； 艾昌瑞(Chang-Ruey Ay)

《醫務管理期刊》 4卷4期 (2003/12) Pp. 41-58

摘要

目標：本研究探討急診醫師選擇留任因素的優先順序，並對照這些因素的滿意度高低，藉以了解其實際需求，使醫院在留任或召募醫師上，能提供有效誘因。方法：針對急診醫師發出問春154份，回收有效問春89份，回收率58%。將問卷四十個題目中的重要性部份作因素分析，草取出特徵值大於1的因素，利用正交轉軸(Varimax)將包含於各因素中之變數依負荷量大小排列，最後得到十一個構面。結果：將十一項構面計算標示後發現：工作挑戰、生涯發展、醫療自主性的重要性高但滿意度低，落在迫切改善區；人際關係、工作氣氣的重要性高且滿意度高，落在繼續保持區；個人能力、進修訓練與學習機會、管理模式因滿意度高但重要性低，落在非迫切改善區；醫院經營理念、環境與配合資源、福利與生活品質三項的重要性不高，但滿意度高，落在過猶不及區。結論：醫院應加強改善急診醫師的工作桃戰、生涯發展、醫療自主性等三項，並繼續維持人際關係及工作氣氣的良好和諧，如此將有助於急診醫師繼續留任的意願。

關鍵字

急診醫師 ； 留任因素 ； 工作滿意度

並列摘要

Objectives: To understand how important are the key factors that affect emergency physicians' intention to retain in hospitals and to measure the satisfaction ratings of these factors in order to assess their needs. To help hospitals provide incentive programs that are sufficient to retain their emergency physicians or attract potential job applicants. Methods: In this study, survey method was used to collect primary data from 154 emergency physicians, 89 questionnaires were completed and returned at the end of survey period and a 58 percent response rate was achieved. In the category of importance of factors, variables with Eigen value greater than one were identified and further analysed by using factor analysis. After applying the technique of orthogonal factor rotation, those variables were then rearranged according to their factor loadings. Results: 11 dimensions were identified in the results of factor analysis. The results also reveal that factors such as challenge at work, career development and professional autonomy in patient care decision are very important to the emergency physicians participated in the survey; however, they perceived low satisfaction with these factors. Furthermore, factors as human relationship and ambiance in the workplace receive both high importance ratings and satisfaction ratings. Moreover, factors as personal capability, further education and training and the type of management have high satisfaction ratings, but low importance ratings. Finally, factors as management beliefs, work environment and allocated resources, employee welfare and quality of life appear less important to the emergency physicians, but have very high satisfaction ratings. Conclusion: In order to increase emergency physicians' intention to retain in the hospitals, management should put more efforts at improving the challenge at work, career development and the autonomy level in medical care decisions for emergency physicians, and help them manage good human relationships and create a comfortable ambiance within the hospitals.

並列關鍵字

Emergency physician ； Intention ； Work Satisfaction

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