組織公平性認知與放射科醫師健康相關性之研究以付出回饋失衡與程序公平爲例

Perceived Fairness of Work Organization Associated with Psychosocial Health of Radiologist in Taiwan

羅煥鉅(Huan-Chu Lo) ； 陳端容(Duan-Rung Chen)

《中華放射線醫學雜誌》 33卷4期 (2008/12) Pp. 239-252

摘要

本研究以「付出回饋失衡」(ERI)、「升遷程序公平」與SF-36健康量表，探討放射科醫師工作組織的社會心理情境與健康之關係。
方法：郵寄結構式問卷收集資料。以294位放射科醫師為研究對象，採用描述性統計及多變項線性迴歸模式，分析組織公平性對放射科醫師身心健康之相關因素。
「付出回饋失衡」或「內在工作過度投入」之人格傾向特質對健康、活力狀態、心理健康與健康變化皆有負面的影響，且若合併上述兩種特質，對放射科醫師的健康影響甚於僅具單一特質者。研究中亦發現「升遷程序公平」對醫師健康變化有正向的幫助。由多變項線性迴歸分析可知，放射線科醫師之付出回饋狀態、內在過度付出、程序公平、個人特性以及工作特性等對自評健康中可解釋變異量皆達統計上顯著水準。
本研究使用付出回饋失衡與升遷程序公平模式來測量組織公平性，研究結果發現對醫師健康有相當之解釋力，顯示健全且合乎程序公平的醫療機構，對醫師的健康有正向的變化，亦指出工作組織社會環境的重要性。

並列摘要

The purpose of this investigation is to explore the predictive validity of the effort reward/imbalance models and procedural justice for self-reported health status, vitality, mental health and reported health transition in a sample of Taiwanese radiologist.
A standardized questionnaire including working characteristics, ERI and procedural justice questionnaires were mailed to physicians registered as radiologic specialists. A total of 294 physicians responded to this study.
The negative influences on self-reported health, minor mental distress, vitality and reported health transition were revealed at those radiologists with effort-reward imbalance at work or overcommitted personality variable (P＜0.05 significance level). The combination effect increasing the possibility of physicians' being minor mental distress was also conducted. In addition, procedural justice was beneficial for health transition. In the multiple regression model containing ERI, procedural justice and self-characteristics, the interaction between these predictor variables and self-reported health are correlated.
The results suggest that both ERI and procedural justice models could explain aspects of psychosocial environment of working organizations for radiological physicians. It also revealed that the importance of a robust and procedural justice organization for physician's health.