摘要 組織中主管與部屬之間的信任關係,對組織的發展影響頗大,「可信特質」是一種主管的特質,可以讓組織成員觀察或感受到具有可信任性,因而願意與他互動,並共同為組織努力。因此管理者具有值得信任的特質時,比較容易與員工發展信任的人際關係,所以可信特質在員工信任主管關係中是很重要的要素。組織中常見主管對於自己的可信特質表現滿懷信心,但是部屬對主管可信特質的知覺真如主管自覺嗎?其中是否存有雙方對於可信特質知覺不同的差異呢? 本研究目的為探討「護理長自覺可信特質」與「護理人員對護理長可信特質知覺」的差異比較。研究方法為橫斷性量性研究,採立意取樣,選取台南地區某醫學中心之33位護理長及667位護理人員為研究樣本。研究工具以「主管可信特質量表」結構式問卷進行收集資料。以SPSS電腦套裝軟體進行資料統計分析,研究結果顯示(1)護理長自覺可信特質顯著高於護理人員知覺護理長可信特質;(2)護理長與護理人員對護理長可信特質皆以「善意」構面排序最高;(3)護理長與護理人員對護理長可信特質以「正直」構面差距最大;(4)年齡較長的護理人員對護理長可信特質知覺高於年輕的護理人員;(5)N2層級的護理人員對護理長可信特質的知覺感受低於N層級護理人員;(6)護理人員的工作年資越長及與護理長共事年資越長,對護理長可信特質的知覺感受越低;(7)在開刀房工作的護理人員對護理長可信特質的知覺感受低於內科系病房的護理人員。 本研究結果可提供護理主管自省及修正領導管理行為,並作為規劃主管培訓教育訓練之參考依據,以增進護理長可信特質的領導管理能力。
Abstract The trust between manager and staff in an organization has a great impact on the organization. “Trustworthiness” is a trait among managers, which allows members of the organization to observe or sense the manager is trustworthy and thus willing to interact and work together with him for the benefit of the organization. Therefore, if a manager bears the trait of trustworthiness, it is easier for him to establish trusting interpersonal relationship with employees, so trustworthiness is a significant factor in a relationship in which the staff trusts the manager. It is often seen that a manager of an organization is confident of his trustworthiness. But, is this self-perceived trustworthiness the same as that perceived by staff? Is there a difference in perception toward trustworthiness? This study aimed to discuss the difference in trustworthiness of head nurses that was “self-perceived by head nurses” and “perceived by nursing staff”. This quantitative cross-sectional study adopted purposive sampling, in which samples were 33 head nurses and 667 nursing staff of a medical center in Tainan. The data was collected by applying the questionnaire of structural “manager’s trustworthiness scale”. The SPSS software was used for statistical analysis on the data. The results showed: (1) the trustworthiness self-perceived by head nurses was significantly higher than that perceived by nursing staff; (2) the “Benevolence” aspect was ranked the top one in both nursing staff and head nurses toward trustworthiness of head nurses; (3) the “Integrity” aspect had the greatest difference among the trustworthiness of head nurses perceived by nursing staff and head nurses; (4) the perception of older nursing staff head nurses’ trustworthiness was higher than younger nursing staff; (5) the perception of level N2 nursing staff toward head nurses’ trustworthiness was lower than that of level N nursing staff; (6) the longer the service periods of nursing staff and their time working with head nurses, the lower their perception toward head nurses’ trustworthiness; (7) the trustworthiness of head nurses perceived by the nursing staff working in operation room was lower than that perceived by those working in medical wards. The results of this study may provide reference and basis for nursing management in introspecting and correcting leadership behavior, and for planning management education and training programs to enhance leadership and managing abilities of trustworthiness of head nurses.
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