員工及組織目標之一致性與其組織承諾關係之探討－以醫院中層主管為例

Relationship Between Goal Congruence and Organizational Commitment of Hospital Middle Managers

邱瓊萱(Chiung-Hsuan Chiu) ； 鍾國彪(Kuo-Piao Chung) ； 魏中仁(Chung-Jen Wei) ； 楊志良(Chih-Liang Yaung)

《台灣公共衛生雜誌》 22卷3期 (2003/06) Pp. 167-180

https://doi.org/10.6288/TJPH2003-22-03-03

摘要

Objectives: To understand the relationship between goal congruence and organizational commitment of hospital middle managers, this study conducted a survey research on middle managers and CEOs in selected hospitals. Methods: This study used Meyer & Allen's three-factor organizational commitment questionnaire (affective commitment, continuance commitment, and normative commitment). Absolute difference in organizational goals was also calculated to measure the goal congruence between middle managers and CEOs. Result: Response rates of CEOs and middle managers were 58.7% and 34.2%, respectively after follow-up. This study revealed that the relationship between goal congruence and affective commitments was significant after controlling other variables through multiple regression. The relationship between goal congruence and calculated commitment as well as normative commitment was also positive, but not significant. As for the relationship between control variables and three-factor commitments, there are some interesting findings. Hospital. strategic implementation was significantly associated with three-factor commitments, Hospital ownership was also associated with affective and normative commitment. Moreover. the identity of physician or not and organizational tenure of middle manager had significant associations with calculated commitment. This study showed that middle managers who are non-physicians and higher in tenure tends to have higher calculated commitment. Conclusion: Goal congruence between middle managers and CEOs was associated positively with affective commitment. This implied that CEOs should focus more on how to align goal through better communication and respect for middle managers.

關鍵字

目標一致性 ； 組織承諾 ； 中層主管

並列摘要

Objectives: To understand the relationship between goal congruence and organizational commitment of hospital middle managers, this study conducted a survey research on middle managers and CEOs in selected hospitals. Methods: This study used Meyer & Allen's three-factor organizational commitment questionnaire (affective commitment, continuance commitment, and normative commitment). Absolute difference in organizational goals was also calculated to measure the goal congruence between middle managers and CEOs. Result: Response rates of CEOs and middle managers were 58.7% and 34.2%, respectively after follow-up. This study revealed that the relationship between goal congruence and affective commitments was significant after controlling other variables through multiple regression. The relationship between goal congruence and calculated commitment as well as normative commitment was also positive, but not significant. As for the relationship between control variables and three-factor commitments, there are some interesting findings. Hospital. strategic implementation was significantly associated with three-factor commitments, Hospital ownership was also associated with affective and normative commitment. Moreover. the identity of physician or not and organizational tenure of middle manager had significant associations with calculated commitment. This study showed that middle managers who are non-physicians and higher in tenure tends to have higher calculated commitment. Conclusion: Goal congruence between middle managers and CEOs was associated positively with affective commitment. This implied that CEOs should focus more on how to align goal through better communication and respect for middle managers.

並列關鍵字

Goal congruence ； organizational commitment ； middle manager

參考文獻

胡庭禎 、 林春華(2000)。病歷部門人員角色壓力與組織承諾關聯性之探討 The Study of Role Stress and Organization Commitment of the Staffs in the Department of Medical Records。弘光學報 Bulletin on Hungkuang Institute of Technology。35

Allen, N. J., Meyer, J. P.(1990).The Measurement and Antecedents of Affective, Continuance, and Normative Commitment to the Organization.Journal of Occupational Psychology.63

Angel, H. L., Lawson, M. B.(1993).Changes in Affective and Continuance Commitment in Times of Relocation.Journal of Business Research.26

Becker, H. S.(1960).Notes on the Concept of Commitment.American Journal of Sociology.66

Burns, L. R., Wholey, D. R.(1992).Factors Affecting Physician Loyalty and Exit: A Longitudinal Analysis of Physician-Hospital Relationships.Health Services Research.27