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  • 學位論文

醫療機構員工離職因素之探討—以某醫學中心為例

The study of turnover factors in a medicalinstitution

指導教授 : 李金德
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摘要


緣由 普遍離職員工並不會說出其離職真正的原因,但組織仍需重視員工的離職因素而產生的離職傾向,才是留住人才與組織永續經營的不二法則。 研究目的 本論文目的主要是探討工人口學基本資料特徵、員工職系別、員工世代別與離職五大因素(個人因素、健康因素、 興趣因素、家庭因素、管理因素)之相關性。 研究方法 研究資料採用離職員工資料庫之次級蒐集統計(2004年~2014年),屬於回溯性分析,以自願性離職之專職員工為對象(n=1944),所得資料採用描述性統計分析、皮爾森卡方檢定分析及邏輯斯複迴歸分析來進行資料統計分析。 研究結果   離職個人因素:女性少於男性、AOR=0.564、P=0.000,31-40歲少於30歲以下、AOR=0.493、P=0.000,3-5年年資多於年資1個月以下、AOR=9.787、P=0.000,護理人員小於醫師、AOR=0.643、P=0.005,碩博士學位者多於高中職以下者、AOR=3.235、P=0.003。   離職健康因素:護理人員多於醫師、AOR=1.961、P=0.002,碩博士學位者少於高中職以下、AOR=0.245、P=0.004。  離職興趣因素:女性多於男性、AOR=1.815、P=0.007,6個月-2年年資少於1個月以下、AOR=0.231、P=0.000,醫事人員少於醫師、AOR=0.368、P=0.013。   離職家庭因素:女性多於男性、AOR=1.442、P=0.023,31-40歲多於30歲以下,AOR=2.512、P=0.000。   離職管理因素:研究類別之性別、年齡、年資、職系、最高學歷及世代,統計上無顯著意義,都無法用來預測員工離職的管理因素。 結論 女性、31-40歲、3個月以上年資、大學以上學位及以護理職系之離職員工與個人因素而離職有顯著相關;專科、大學及碩博士及以護理職系之離職員工與健康因素而離職有顯著相關;女性、6個月以年資上及以醫事職系之離職員工與興趣因素而離職有顯著相關;女性、31-40歲及以護理職系之離職員工與家庭因素而離職有顯著相關;員工人口學基本資料特徵、員工職系及員工世代與管理因素而離職無顯著相關。 本論文分析探討結果,將提供日後醫院於各項評鑑參考,及爾後作為職場上具實務之價值性與實用性,並藉由分析員工離職的原因,揭示未來面對訂定規章、福利時參考指標。

關鍵字

離職因素 職系 世代

並列摘要


Background and Purpose General and former employees will not tell the real reason of their resignation, but the organization still needs to pay attention to the factors of employees’ resignation and the effects of resignation trend, are the only way to retain talents and to organize a sustainable business. The main purpose of this thesis is to explore the basic information of workers’ demographic characteristics, employees’ profession level, employees’ generation, and the correlation of the five factors of resignation (personal, health, interest, family, and management). Methods Research data were taken from data base of resigned employees of the Secondary Collective Statistics (2004-2014) part of backtracking analysis, using voluntary resignation of full-time employees as object (n=1944). The resulting data adopted the descriptive statistical analysis, Pearson chi-square test analysis and logistic multiple regression analysis to perform the statistical analysis. Research Personal factor resignation: Women were lesser than men. AOR = 0.564, P = 0.000; 31-40 years old were lesser than 30 years old and below, AOR = 0.493, P = 0 000; 3-5 years of seniority were more than 1 month seniority or less, AOR = 9.787, P = 0.000; nurses were lesser than physicians, AOR = 0.643, P = 0.005; master or doctorate degree were more than senior high school and below, AOR = 3.235, P = 0.003.Health factor resignation: Nurses were more than physicians, AOR = 1.961, P = 0.002; master or doctorate degree were more than senior high school or below, AOR = 0.245, P = 0.004.Interest factor resignation: Women were more than men, AOR = 1.815, P = 0.007; 6-months ~2 years seniority were lesser than 1-month seniority or less, AOR = 0.231, P = 0.000; medical personnel were lesser than doctors, AOR = 0.368, P = 0.013. Family factor resignation: Women were more than men, AOR=1.442、P=0.023; 31-40 years old were more than 30 years old and below, AOR=2.512、P=0.000.Management factor resignation: Research categories of gender, age, seniority, professional level, highest level of education and generation have no sense of statistical significant. Thus, management factor cannot be used to predict an employee’s resignation. Conclusion Females, aged 31-40, three months or more seniority, university degree and above, and nursing profession level, who resigned and personal-related factors have significant correlation. College, university, master, doctorate and nursing profession level who resigned and health-related factors have significant correlation. Females, with 6 months seniority and medical profession level who resigned and interest-related factors have significant correlation. Females, aged 31-40 and nursing profession level who resigned and family-related factors have significant correlation. The basic information of employees’ demographic characteristics, employees’ profession level and employees’ generation and management-related resignation have no significant correlation. The analysis and the results discussed in this thesis will be provided in the future to hospital for evaluation reference, and later in workplace as a practical value and practicality, and for analyzing the reasons of employees’ resignation, and bringing to light the reformation of set of rules, and reference indicators for benefits.

參考文獻


一、中文文獻
1.郭富美(2012)護理人員工作環境感受與留任意願之相關性探討。高雄醫學大學護理學系碩士論文。
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