醫院員工組織健康文化之知覺與期望評估

An Assessment of Hospital Employees' Perceptions and Expectations of Organizational Health-Culture

林雅雯(Yea-Wen Lin) ； 黃曉令(Hsiao-Ling Huang) ； 童淑琴(Shu-Chin Tung) ； 林四海(Szu-Hai Lin) ； 林敬旺(Jing-Wang Lin)

《醫務管理期刊》 12卷2期 (2011/06) Pp. 114-129

https://doi.org/10.6174/JHM2011.12(2).114

摘要

目的：本研究針對某醫院之員工進行組織健康文化知覺與期望的評估，以瞭解員工對醫院健康文化認知現況，以及認知與期望的一致性。本研究亦分析員工個人屬性是否會影響其組織健康文化知覺與期望。方法：本研究採調查研究法，以自陳式問卷為調查工具，並以網路問卷調查方式進行施測。利用分層隨機抽樣法選取300名專職員工進行調查，共回收有效問卷251份，有效問卷回收率約為89.7%。結果：組織健康文化的知覺評估，六個構面的標準化得分介於70.09－78.06，屬於中上程度；而組織健康文化期望評估結果，六個構面的標準化均高於80，再透過知覺與期望的差異分析發現，六個構面均呈現統計上的顯著差異，且期望得分均高於現況得分。個人屬性對組織健康文化知覺達顯著差異的變項包括：年齡、婚姻狀況、職務、年資、班別與工作時數等，各變項達顯著差異的文化構面不同。其中，已婚員工六個健康組織文化構面的知覺得分均顯著高於未婚員工；而服務年資則與「自我照護」、「健康娛樂」、「發揮自我潛能」與「工作氣候」四個構面的知覺得分呈現顯著正相關。結論：組織健康文化乃組織成員共同的健康價值、信念與行為，個案醫院需透過各種策略加以強化組織健康文化，並應深入探討個人屬性變項影響員工組織文化知覺之原因，以符合員工的期望。

關鍵字

組織健康文化 ； 健康促進醫院 ； 組織文化

並列摘要

Objectives: The aim of this study was to assess employees' perceptions and expectations of organizational health-culture in a Taiwanese hospital in order to understand the consistency of employees' awareness about the culture within the organization. The study also explored how individual attributes affected perceptions and expectations of organizational health-culture. Methods: The study utilized a self-administrated questionnaire through an online survey. Three-hundred full-time employees were selected by stratified random sampling. Of these, 251 returned the form, yielding a response rate of 89.7%. Results: The average standardized scores for organizational health-culture perception along six dimensions ranged from 70.09 to 78.06, and all of these were considered to be above the average level. The average scores for organizational health-culture expectation were all above 80. When the perception and expectation scores were compared, it suggested that the scores for expectation were significantly higher than those for perception. There were significant differences in the expectation scores based on several individual attributes including age, marital status, professional position, years of service, shift worked, and work hours. The results revealed that married employees hah considerably higher scores on all six dimensions of organizational health-culture perception than did unmarried employees. Years of service were significantly positively correlated with scores for ”self care”, ”healthy fun”, ”full potential”, and ”work climate” of organizational health-culture perception. Conclusions: Organizational health-culture consists of shared health norms, values, and beliefs of members of that organization. The captioned hospital could enhance its healthy culture by employing different strategies. If the hospital understood how and why individual factors influenced an employee's perception of healthy culture, then employees' expectations could be met.

並列關鍵字

Organizational health-culture ； Health Promoting Hospitals ； organizational culture

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