退休金制度對組織承諾、工作投入、工作滿足與留職意願影響之研究—以台北某醫學中心為例

The Influence of the Pension System on Organizational Commitment, Job Involvement, Job Satisfaction, and Intention to Stay—One Taipei Medical Center as Example

蔡公建(Kung-Chien Tasi)

指導教授 ： 李弘暉

元智大學/管理學院/管理研究所/碩士(2006年)

摘要

本論文研究的目的在一、瞭解護理人員於退休金制度、組織承諾、工作投入、工作滿足與留職意願的現況及相關的影響因素；二、探討護理人員一年內辭去工作機會、三年內辭去工作機會及辭去護理工作機會的影響因素；三、探討護理人員之留職意願受到退休金制度的影響。以橫斷式的研究設計，採問卷調查法於2006年4月1日至4月30日收案，樣本來自北部某醫學中心的護理人員為對象，共計發出問卷1003份，回收907份，回收率為90.4%，扣除120廢卷，共得有效問卷787份，回收有效率為78.4%。
研究結果顯示：個案醫院護理人員之組織承諾、工作投入、工作滿足、退休金制度滿意度皆達中等以上程度；在工作滿足三個構面中，工作成長性、主管能力滿意度較高，工作條件性的滿意度最低；在退休金制度三個構面中，以退休金制度之受吸引性最滿意，退休金制度被依賴性較不滿意。個案醫院護理人員在留職意願上，經整體統計：一年內會辭去工作機會有百分之29.2機率；三年內會辭去工作機會上昇為百分之45.8機率；而辭去護理工作機會有百分之45.2機率。個案醫院護理人員之組織承諾、工作滿足、退休金制度皆與離職意願呈負相關，工作投入與離職意願呈正相關。且為離職意願有效之預測。
在特性變項的影響上，已婚、有子女、高職學歷、固定班、為管理者、適用勞退舊制者，在組織承諾、工作投入、工作滿足上得分較高，有顯著差異；在退休金制度被依賴性構面中，工時人員平均得分高於軍職人員、軍職人員平均得分高於民騁雇人員、民騁雇人員平均得分高於軍騁雇人員；在退休金制度受吸引性構面中，護理長平均得分高於副護理長、副護理長平均得分高於護理員；另選填每月平均薪資30000-39999平均得分較其他組低；適用勞工退休金舊制者平均得分高於軍公教退輔制度者，軍公教退輔制度者平均得分高於勞工退休金新制者，以上皆達統計上顯著差異。未婚者、無子女、大學學歷、護理員、輪班者、每月平均薪資30000-39999元組、適用退休金新制者、退休年齡在40-44歲組，不論在一年內辭職機會、三年內辭職機會、辭職護理工作機會，都有較高的辭職機會，以上皆達統計上顯著之差異。

關鍵字

退休金制度 ； 組織承諾 ； 工作投入 ； 工作滿足 ； 留職意願

並列摘要

The purpose of the study is, first, to understand the current situation and the influential factors of nurses’ the pension system, organizational commitment, job involvement, job satisfaction, and intention to stay; second, to study the influential factors of nurses to resign in one year, and to resign in three year; third, to explore the influence of the pension system on nurses’ intention to stay. Based on cross-sectional method, questionnaire method was utilized from April 1st, 2006 to April 30th, 2006. The samples were from one medical center in northern Taiwan. 1003 questionnaires were issued, of which 907 copies were returned; the responsive rate was 90.4%. Among the 907 copies, 787 ones were valid, namely the valid responsive rate was 78.4%.
The results of the study were as follows:
1. In this case study, the nurses’ satisfaction from organizational commitment, job involvement, job satisfaction, and the pension system achieves above the average.
2. In the three dimensions of job satisfaction, the satisfaction of growth opportunities in job and satisfaction of the capabilities of managers were higher. The satisfaction of job condition was the lowest one.
3. In the three dimensions of pension system, the satisfaction of pension system’s attraction was the highest one. The satisfaction of pension system’s reliability was the lower one.
4. On the intention to stay of the case:
(1) There was 29.2 percentage of the nurses will resign in one year.
(2) There was 45.2 percentage of the nurses will resign from the current jobs in three years.
(3) There was 45.2 percentage of the nurses will resign from nursing.
5. In this case, the satisfaction of organizational commitment, job involvement, and pension system
revealed negative relationship with the intention to resign, and the satisfaction of job
involvement revealed the positive relationship with intention to resign.
On the influence of variable characteristic items, people who got married, who are with children, who graduated from vocational high schools, who work based on fixed schedule, who can be applicable to the old labor insurance system got higher scores and had significant differences on organizational commitment, job involvement, and job satisfaction. On the dimension of the reliability of pension system, people paid by hours got higher average scores than military personnel’s; military personnel’s average scores were higher than private temporary employees’; private temporary employees’ average scores were high than military temporary employees’. On the dimension of attraction of the pension system, the head nurses’ average scores were high than vice head nurses’; vice head nurses’ average scores were high than nurses’; nurses whose salary is from TWD30000 to TWD39999 have lower scores than other teams; nurses who can be applicable to the old labor insurance system got higher average scores than nurses who can be applicable to official retirement system; the nurses who can be applicable to official retirement system got higher scores than ones who can be applicable to the new labor pension system. Above statistics achieves significant difference. Nurses who are unmarried, who are without children, who graduated from universities, who are nurses, who work on the shift, who get from TWD 30000 to TWD39999 a month, who can be applicable to the new pension system, who retired at 40-44 years old, who have to the chance to resign in one year, who have the chance to resign in three years, who resign from being nursing, have higher opportunities to resign. Above statistics achieves significant difference.

並列關鍵字

Pension System ； Organizational Commitment ； Job Involvement ； Job Satisfaction ； Intention to Stay

參考文獻

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