醫院之組織創新氣候對員工之知識管理系統接受度之干擾效果

The Moderating Effect of Organizational Innovation Climate on Hospital Staff’s Acceptance toward Knowledge Management System

謝宜靜(I-Ching Hsieh)

指導教授 ： 陳金淵

長榮大學/健康科學學院/醫務管理學系(所)/碩士(2016年)

摘要

目的 在現今社會，知識經濟已成為企業間無形的資產，即競爭優劣勢的差異缺口。特別是在訴求高度專業、著重分工且知識密集的醫療產業，使用知識管理系統做有效的知識管理與應用有其必要性。當然，若僅憑藉資訊科技的管控，而沒有新想法、新概念，似乎欠缺競爭優勢。有鑑於此，本研究以科技接受模式為基礎，探討組織創新氣候與知識管理系統接受度之相關性。
方法 本研究採問卷調查法，以分層抽樣方式針對南部某教學醫院之員工進行調查，共發放500份問卷，回收355份，回收率為71%。清理後之資料，先採用次數分配表進行人口學描述，再進行獨立樣本T檢定、單因子分析、階層迴歸及羅吉斯迴歸分析，以瞭解自變項、干擾變項與依變項之關係。
結果 醫院員工之績效期望、易用期望、社會影響對行為意圖有顯著差異（p<0.001）。當控制性別及自願性，促成條件對使用行為則有顯著差異。在干擾效果方面，性別在績效期望（β= -0.085, P=0.022）、社會影響（β= -0.082, P=0.026）對行為意圖間有干擾效果；經驗在促成條件（β= -0.315, p=0.031）對使用行為間有干擾效果；組織理念（β= -0.846, P=0.018）、團隊運作（β= -0.884, P=0.041）在易用期望對行為意圖有干擾效果；領導效能（β= 0.929, P=0.035）在社會影響對行為意圖間也有干擾效果。
結論與建議 組織創新氣候在知識管理系統接受度上扮演著干擾變項的角色，特別是「組織理念」、「團隊運作」、「領導效能」在知識管理系統的部分，外部變項對行為意圖之影響具有干擾效果。因此，建議醫院能夠調整願景，視創新為重要之一環，且主管及工作團隊亦帶動創新之氛圍時，員工對於知識管理系統之使用行為會有所改善。

關鍵字

知識管理系統 ； 組織創新氣候 ； 科技接受模式 ； 羅吉斯迴歸 ； 階層迴歸

並列摘要

Goal In today’s society, knowledge economy has become the invisible asset of an enterprise, which signifies the enterprise’s advantage or disadvantage in a competition. Particularly, in the knowledge-intensive medical industry which highlights professionalization and labor division, managing and applying knowledge efficiently through the knowledge management system becomes necessary. Considering the possibility that supervising with information technology yet without new ideas and concepts may lead to weak competitiveness, the study based on technology acceptance model discusses the connection between the creative organizational climate and the acceptance of knowledge management system.
Method The study adopts questionnaire survey and stratified sampling to investigate the employees of a teaching hospital in the southern area. 500 copies of a questionnaire were issued and 355 valid copies were recovered, which made up 71 percent of recovery ratio. The study demographically describes the teased data with the frequency distribution tables and processes it with independent-sample T test, one-way analysis of variance, hierarchical regression, and logistic regression analysis to present the relationship between the independent variable, mediator, and dependent variable.
Result There is significant difference (p<0.001) between the impacts of performance expectancy, usefulness expectancy, and social influence on the behavioral intentions of the hospital’s employees. When gender and voluntariness as variables are controlled, different facilitating conditions lead to very different influences on behaviors. In terms of moderating effect, gender may cause moderating effect to performance expectancy (β= -0.085, P=0.022), social influence (β= -0.082, P=0.026) and behavioral intention. Also, experience in a facilitating condition (β= -0.315, p=0.031) may cause moderating effect to usage behavior while the management concept (β= -0.846, P=0.018) and team-based operation (β= -0.884, P=0.041) in usefulness expectancy may cause moderating effect to behavioral intention. Meanwhile, leadership effectiveness (β= 0.929, P=0.035) in social influence may cause the same effect to behavioral intention.
Conclusion and Suggestion In terms of acceptance of knowledge management system, the creative organizational climate plays the role of moderator. Particularly, “management concept,” “team-based operation,” and “leadership effectiveness” as a part of external variables of knowledge management system may cause moderating effect to behavioral intention. Based on the result, the study suggests the hospital to adjust its prospect and value innovation more since the employees’ usage behavior of the knowledge management system might be improved as the managers and the teams create an innovative working atmosphere.

並列關鍵字

Knowledge management system ； Organizational Innovation Climate ； technology acceptance model ； logistic regression ； hierarchical regression

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