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  • 學位論文

時間、工作及家庭因素與護理人員對護理長可信特質之感受及信任行為之相關研究---以南部某醫學中心為例

The relationship between time, work, family factors, nurses’ perception of head nurse trustworthiness, and their trust behavior --- An empirical study in a medical center in southern Taiwan

指導教授 : 陳彩鳳

摘要


信任是人際互動關係中的必要因素之一,對組織而言,信任是團隊合作的重要驅動力,是發展優質護理的支持因素。對上下屬而言,信任是高品質關係的重要關鍵,當上下屬間能建立及維持信任關係時,護理人員的工作滿意度、組織公民行為及組織承諾會提升,離職率會降低,進而提升病人的服務品質,直接或間接降低醫院的成本。由於以護理為背景與信任相關的研究僅為少數,故本研究目的旨在探討時間、工作及家庭因素與護理人員對護理長可信特質之感受及信任行為之相關性。 本研究以問卷施測的方式進行資料收集,研究有效樣本為某醫學中心487 位護理人員,以SPSS 15.0統計軟體進行分析,研究結果顯示(1)信任因素:護理人員對於護理主管可信特質感受程度是與護理人員的信任行為呈顯著正相關,其中,又以正直特質與護理人員信任行為之相關最顯著;(2)時間因素:護理人員之年齡(生命時間)及職場工作時間愈長者,對護理長可信特質的感受越強,本身的信任行為愈高;(3)工作因素:正職、層級高的護理人員,其信任行為愈高;(4)家庭因素:已婚、有子女的護理人員,其信任行為也高於未婚、無子女的護理人員;(5)護理人員的工作及家庭因素與其對護理長可信特質之感受無顯著相關。 最後本研究建議,護理界應極重視護理人員對主管可信特質感受與自身信任行為之現象,並將此研究結果做為護理主管個人自省及領導管理行為修正參考及納入甄選培育主管人才依據。

並列摘要


Trust, a key element of interpersonal relationship, is the driving force for teamwork and the essential factor to develop high nursing quality. Between supervisors and subordinates, trust plays an important role in developing high quality relationship. If trust could be established, job satisfaction, civil behavior and commitment in the organization will be augmented; meanwhile turn-over rate will be decreased. Furthermore, the quality of patient care can be improved, and the cost will be decreased. There is few research of the relationship between nursing and trust. The purpose of this study was to investigate the relationship between time, work, family factors, nurses’ perception of head nurse trustworthiness, and nurses’ trust behavior. There were 487 nurses’ participants in this study. The data were analyzed by SPSS 15.0.The study findings were as follows: 1) The nurses’ perceptions of head nurse trustworthiness was positively correlated with nurses’ trust behavior. The integrity of head nurse was found to have the best correlation. 2) The age and working experience of the nurses’ did influence their perception and level of trust. 3) Formal nurses’ and higher clinical ladder nurses’ showed stronger trust behavior. 4) Trust behavior was higher scores in married nurses’ and those having children. 5) There was no significant difference among work, family factors and staffs’ perception of head nurse trustworthiness. The results demonstrated the factors influencing nurses’ perception of head nurse trustworthiness, and nurses’ trust behavior. It might be regarded as a reference for supervisor introspection and adjusted his/her administrative management. It could also be a guide for selecting and training a new leader.

參考文獻


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被引用紀錄


沈玉卿(2011)。護理長可信特質與護理人員工作績效之相關性研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2011.00185
周玫珍(2011)。護理長自覺可信特質與護理人員知覺其可信特質之差異研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2011.00016
曾绣娟(2011)。「住院病患對護理人員可信特質感受」量表編制〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2011.00014
李靜枝(2009)。護理人員對其護理長可信特質的感受與其工作投入之相關性研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2009.00017

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