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  • 學位論文

護理之家照顧服務員工作滿足、組織承諾與離職意圖之相關研究

Job Satisfaction, Organizational Commitment and Intention to Quit for Nursing Assistants in Nursing Homes

指導教授 : 盧美秀
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摘要


論文摘要 論文名稱:護理之家照顧服務員工作滿足、組織承諾與離職意圖之 相關研究 研究所名稱:臺北醫學大學護理學研究所 研究生姓名:林薇莉 畢業時間:九十三學年度第二學期 指導教授:盧美秀 臺北醫學大學護理學院院長 本研究目的在:一、了解護理之家照顧服務員工作滿足、組織承諾與離職意圖的現況及相關的影響因素。二、比較醫院附設的護理之家和獨立型態的護理之家的照顧服務員其工作滿足、組織承諾與離職意圖的差異。三、探討照顧服務員之工作滿足、組織承諾對離職意圖的影響。本研究採橫段式的調查法,以結構式問卷,收集醫院附設護理之家和獨立型態護理之家的照顧服務員之組織承諾、工作滿足及離職意圖三種量表資料。研究對象資料收集時間為94年5月1日至5月31日,將全國超過50床的護理之家,分成北、中、南三區隨機抽取三分之一為研究樣本,共計發出問卷600份,回收307份,有效問卷則為266份(有效回收率44.33%),其中醫院附設護理之家11所,獨立型態護理之家9所。 研究結果顯示:1.照顧服務員的工作滿足(平均數3.63)組織承諾(平均數3.42)皆達中等程度以上,離職意圖則為中等程度以下(平均數2.35)。在工作滿足上,月薪與工作滿足有顯著的差異,月薪愈高工作滿足程度愈高;教育程度與組織承諾有顯著的差異,高中職照顧服務員的組織承諾高於其他教育程度者;而在離職意圖上,年齡、年資與離職意圖有顯著的差異,年齡愈大離職意圖愈低,年資愈久離職意圖愈低。2.醫院附設護理之家照顧服務員整體性的工作滿足高於獨立型態的護理之家,而整體性的組織承諾和離職意圖在不同型態的護理之家則無顯著差異。3.照顧服務員的工作滿足、組織承諾皆與離職意圖呈負相關,經逐步迴歸分析顯示,離職意圖最重要的預測因素為組織承諾,共可解釋36.1%的總變異量。 關鍵字:護理之家、照顧服務員、工作滿足、組織承諾、離職意圖

並列摘要


Abstract Title of Thesis: Job satisfaction, organizational commitment and intention to quit for nursing assistants in nursing homes Institution: Graduate Institute of Nursing, Taipei Medical University Author:Lin, Wei-Li Thesis directed by: Lu, Meei-Shiow, Professor The purposes of this study were to understand the job satisfaction, organizational commitment and intention to quit of nursing assistants in nursing homes(over 50beds). We also compared the relationship between job satisfaction, organizational commitment, intention to quit and personal characteristics , different types of nursing homes which include hospital-based nursing homes and freestanding nursing homes in Taiwan. The study used a cross-sectional method. To achieve the purpose of this study, there were the organizational commitment scale questionnaire, the job satisfaction scale questionnaire and intention to quit scale questionnaire. Subjects were recruited by random sampling from nursing homes. 11 hospital-based nursing homes and 9 freestanding nursing homes were surveyed during 1 May to 31 May 2005. The response rate was 44.33% of the total sample of 600 nursing assistants. The results showed that: (1) The average score of overall job satisfaction was 3.63((ranged from 1 to 5) which indicated a mild range score. The average score of overall organizational commitment was 3.42(ranged from 1 to 5) which indicated a mild range. The average score of overall intention to quit was 2.35((ranged from 1 to 5) which indicated a lower range score. A statistically significant was found among job satisfaction, organizational commitment and intention to quit when compared to personal characteristics. The more the salary nursing assistants received, the more job satisfied nursing assistants had. Higher organizational commitment is related to having high school education. Younger nursing assistants and years in nursing homes influence the intention to quit. (2) Job satisfaction was significantly higher among nursing assistants at hospital-based nursing homes than those working at freestanding nursing homes. There was no significant difference between hospital-based nursing homes and freestanding nursing homes in organizational commitment and intention to quit. (3) A negative correlation was found between job satisfaction, organizational commitment and intention to quit. Stepwise regression analysis showed that organizational commitment was predictors of intention to quit and accounted for36.1% of variances. Key words : nursing homes、nursing assistants、job satisfaction、 organizational commitment、intention to quit

參考文獻


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被引用紀錄


鄭文凱(2007)。護理人力資本與離職率關聯性之模型建構〔碩士論文,淡江大學〕。華藝線上圖書館。https://doi.org/10.6846%2fTKU.2007.00768
謝佳怡(2010)。高齡者居家照服人力之離職因素探討〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2010.00020
蔡李玉卿(2009)。護理人員工作壓力工作滿足組織承諾與 離職傾向之相關性研究〔碩士論文,長榮大學〕。華藝線上圖書館。https://doi.org/10.6833%2fCJCU.2009.00022
林純如(2014)。醫院照顧服務員之角色知覺、角色期待、角色實踐與照護品質相關性之探討〔碩士論文,臺北醫學大學〕。華藝線上圖書館。https://doi.org/10.6831%2fTMU.2014.00021
林靜怡(2011)。社工員組織承諾與留職意願之研究—以高雄市公私部門為例〔碩士論文,國立屏東科技大學〕。華藝線上圖書館。https://doi.org/10.6346%2fNPUST.2011.00106

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