醫院員工之組織學習能力對知識管理系統接受度之影響

The Influence of Hospital Staff Organizational Learning Capacity on Acceptance of Knowledge Management System

林哲瑋(Che-Wei Lin)

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(2013年)

https://doi.org/10.6833/CJCU.2013.00242

摘要

目的　「知識經濟」的降臨，意味著企業之間的競爭已經由實體資產轉變為無形資產。自1995年政府實施全民健康保險以來，也讓醫療產業面臨更競爭的問題與挑戰。尤其醫療產業為知識密集的產業，因此醫院開始導入知識管理系統，以期對知識資產做更有效的管理與應用。有鑑於此，本研究以整合性科技接受模型為基礎，探討組織學習能力對知識管理系統接受度之影響。
方法　本研究採橫斷性問卷調查法，以立意抽樣的方式針對南部某醫學中心的員工抽選樣本。問卷內容包含個人基本資料、UTAUT與組織學習能力之量表。於民國102年4月進行資料蒐集，共發放800份，回收668份，有效問卷共444份（有效回收率為56％）。資料整理後，除描述性統計外，使用獨立樣本t檢定、單因子變異數分析與階層迴歸分析來檢測自變項、依變項與干擾因素的關係。
結果　醫院員工組織學習能力的認知對行為意圖呈顯著正向影響（β=0.119, p=0.004）；績效期望（β=0.410, p<0.001）、社會影響（β=0.290, p<0.001）對行為意圖呈顯著正向影響；行為意圖（β=0.152, p=0.011）對使用行為呈顯著正向影響。在干擾因素方面，除了自願性（R2=0.039, F change=8.513, p<0.001）在社會影響與使用意圖之間有干擾效果，性別、年齡及經驗皆無顯著干擾效果。值得注意的是，加入組織學習能力後，解釋力提升1%－0.8%，顯著提升模型的預測力。
結論　組織學習能力確實會影響使用者接受知識管理系統的程度，是推動知識管理不可或缺的因素。因此，當醫院推動知識管理系統時，除了系統本身能夠讓使用者感受到有用性及易用性，組織內部也要提供使用上的支持，還要考量到使用系統的目的－知識管理，而營造出令員工願意去使用的氛圍－組織學習。

關鍵字

醫院 ； 知識管理 ； 知識管理系統 ； 組織學習能力 ； 整合性科技接受模型

並列摘要

Objective The rise of “knowledge economy” implies that the basis of business competition has been shifted from tangible assets to intangible ones. Since implementation of National Health Insurance in 1995, the health care in Taiwan has been faced with escalating competition and challenges. As the health care is a knowledge-intensive industry, many hospitals have implemented knowledge management systems in pursuit of more effective management and applications of knowledge assets. This study used Unified Theory of Acceptance and Use of Technology (UTAUT) as a foundation to investigate the relationship between organizational learning capability and acceptance of knowledge management systems.
Method Data were collected from a cross-sectional survey administered to employees of a medical center in southern Taiwan during April 2013. Participants were selected by purposive sampling. The questionnaire consisted of demographic data, UTAUT, and organizational learning capability scale. A total of 800 copies of the questionnaire was distributed, 668 responses were obtained, and 444 responses were valid (56% valid response rate). Data were analyzed using descriptive statistics, independent-sample t-test, one-way ANOVA, and hierarchical regression to examine the relationship among the independent variable, dependent variables, and the moderator variable.
Results Among the hospital employees, organizational learning capability was significantly and positively related to behavioral intention (β=0.119, p=0.004); both performance expectancy (β=0.410, p<0.001) and social influence (β=0.290, p<0.001) were significantly and positively related to behavioral intention; behavioral intention (β=0.152, p=0.011) was significantly and positively related to usage behavior. In the test for moderating effect, except voluntariness ( =0.039, F change=8.513, <0.001), all the other variables, including gender, age, and experience, were not found to have a moderating effect on the relationship between social influence and usage intention. It should be noted that the predicting power of the model was significantly boosted after the effect of organizational learning capability was considered.
Conclusion Organizational learning capability really affects user acceptance of a knowledge management system. It is essential for promotion of knowledge management. Hence, in addition to perceived ease of use and perceived usefulness, hospitals should pay attention to organizational support and the goal of using a knowledge management system to create an atmosphere of organizational learning that can really motivate employees to use the system.

並列關鍵字

hospital ； knowledge management system ； organizational learning capability ； UTAUT

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