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  • 學位論文

台灣職能治療人員工作滿意度及其相關因子之調查

Job Satisfaction and Related Factors of Occupational Therapists in Taiwan

指導教授 : 張彧

摘要


前言 職能治療在醫療健康領域中,扮演相當重要的角色,以協助病人生理、心理復健及促進病人社會參與,目前職能治療人員於台灣執業的人數約有2千多名,當中大多數的工作者於醫療機構就業,少數從事社區或居家之相關領域。然而大多於醫療機構就業的工作者,多會面臨許多到工作中的困難或壓力,包含在工作量過大、較低薪資、缺少升遷管道、服務對象難以復原、專業認同及角色模糊…等,這些困境皆會衝擊到治療師對其工作態度,導致工作滿意度不佳、工作倦怠、產生離職意圖及人力流失。因此,本研究欲深入了解目前國內醫療體制下職能治療人員的工作滿意度現況,及其滿意度來源及相關因子。 方法 本研究為探索性、橫斷面研究設計,研究以郵寄問卷方式蒐集工作滿意度及工作相關資料。樣本來自於隨機抽樣台灣的醫療機構,經治療師本人或部門主管同意後寄發問卷。使用描述性統計、T檢定、變異數分析、皮爾森相關分析以及複迴歸分析分析蒐集的資料。 結果 本研究隨機抽樣全台50家醫療院所,總計發放260份問卷,當中143份回覆,(回覆率=55%),其中2份回覆不願意填寫問卷,因此總計141問卷進入資料分析的程序。研究結果顯示國內職能治療人員滿意在同事、督導、工作本身、整體工作的滿意度較為滿意;在薪資、升遷則較不滿意。而工作滿意度的來源,主要來自兩方面,其一為職能治療本身的工作特質,包含工作變化性、穩定度、自主性;另一為同事、監督者間良好的溝通與合作。而不滿意來源則主要來自於低薪資、過多工作量,此外不佳的專業合作、其他專業人員對職能治療認識的不足也是不滿意的來源。進一步,研究結果顯示在個人因子中生活安適感是工作滿意度的重要相關因子;而在工作相關因子中,服務對象與是否有肌肉骨骼不適症則分別影響不同面向的滿意度;在組織相關因子上,督導專業背景與領導風格、角色清晰度以及自我效能感在各項工作滿意度都有顯著影響。 結論 本研究結果顯示組織相關因子似乎比個人及工作相關因子對工作滿意度的影響來的重要,這意味著醫療部門主管能透過改善組織中負面因子與促進正向因子來提升職能治療人員對工作的態度。最後也建議未來部門主管可定時評量、偵測其治療師的滿意度狀況,以避免工作滿意度不佳所帶來的負向影響。

並列摘要


Introduction In medical care system, occupational therapists play an important role to assist clients to rehabilitate physical and mental function and promote social participation. In Taiwan, there are more than 2000 occupational therapists, most of them work in medical fields, and fewer of therapists work in community or home care relative services. However occupational therapists in medical context would face many difficult situations like higher caseload, lower salary, lack of opportunities for promotion, lower achievement from patient that is difficult to recover, lack of awareness about occupational therapy among other health professionals and public, and role ambiguity of therapists. The hardship may crack down the attitude to job among occupational therapists and cause job dissatisfaction, burnout from job, intention to quit job and job turnover. Therefore the aim of this study was to investigate the job satisfaction among occupation therapists in medical fields and explore the source and relative factors of satisfaction and dissatisfaction. Methods In this explorative, cross-sectional study, we used a questionnaire to investigate job satisfaction and job related information among occupation therapists. The sample was randomly chosen form the list of medical agencies in Taiwan. After the consent of therapists or administrators of occupational department, the questionnaire was mailed to therapists. The data was analyzed by descriptive statistics, analysis of variance, Student’s t-test, Pearson correlation analysis and multiple linear regression that was used to identify the important related factors of job satisfaction. Results In this study, we randomly sampled 50 hospitals and clinics, mailed to 260 occupational therapists, and we received 143 returned questionnaires (response rate=55% ). However, there were 2 questionnaires that rejected to fill in, the other 141 questionnaires entered analysis procedure. The results of this study indicated occupational therapists were more satisfied with four aspects of their job: coworker, supervisors, work itself and job in general; less satisfied with pay and promotion. The main two sources of job satisfaction were (1) job characteristics, including variety of work, stability, and autonomy, and (2) well communication and cooperation of supervisors and coworkers. The major sources of job dissatisfaction mentioned by therapists were low salary and high workload; the others included poor cooperation of other medical professionals’ team work, and lack of awareness about occupational therapy among other health professionals. Furthermore, our result revealed well-being was a more important factor to job satisfaction than other personal factors. Types of patients and musculo-skeletal disorders in job relative factors also influenced different kinds of job satisfaction. In organizational related factors, supervisors’ leadership style and type of professional, role clarity and self-efficacy were significant factors. Conclusions Our result reported organizational related factors seemed to be more important factors of job satisfaction than personal and job related factors. It will offer some suggestions for healthcare managers to improve negative factors and promote positive factors in organizations to enhance better attitude to job among occupational therapists. Finally we suggest healthcare managers can evaluate and monitor job satisfaction of staff on schedule in order to avoid negative effects like burnout.

參考文獻


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