護理之家照顧服務員工作滿足、組織承諾與離職意圖之相關研究 Job Satisfaction, Organizational Commitment and Intention to Quit for Nursing Assistants in Nursing Homes
中文摘要 論文摘要
論文名稱：護理之家照顧服務員工作滿足、組織承諾與離職意圖之 相關研究
研究所名稱：臺北醫學大學護理學研究所 研究生姓名：林薇莉
畢業時間：九十三學年度第二學期
指導教授：盧美秀 臺北醫學大學護理學院院長
本研究目的在：一、了解護理之家照顧服務員工作滿足、組織承諾與離職意圖的 現況及相關的影響因素。二、比較醫院附設的護理之家和獨立型態的護理之家的 照顧服務員其工作滿足、組織承諾與離職意圖的差異。三、探討照顧服務員之工 作滿足、組織承諾對離職意圖的影響。本研究採橫段式的調查法，以結構式問卷 收集醫院附設護理之家和獨立型態護理之家的照顧服務員之組織承諾、工作滿足 及離職意圖三種量表資料。研究對象資料收集時間為94 年 5 月 1 日至 5 月 31 日，
將全國超過50 床的護理之家，分成北、中、南三區隨機抽取三分之一為研究樣本
共計發出問卷600 份，回收 307 份，有效問卷則為 266 份（有效回收率 44.33%），其中醫院附設護理之家 11 所，獨立型態護理之家 9 所。
研究結果顯示：1.照顧服務員的工作滿足（平均數 3.63）組織承諾（平均數 3.42）皆達中等程度以上，離職意圖則為中等程度以下（平均數 2.35）。在工作 滿足上，月薪與工作滿足有顯著的差異，月薪愈高工作滿足程度愈高；教育程 度與組織承諾有顯著的差異，高中職照顧服務員的組織承諾高於其他教育程度 者；而在離職意圖上，年齡、年資與離職意圖有顯著的差異，年齡愈大離職意圖 愈低，年資愈久離職意圖愈低。2.醫院附設護理之家照顧服務員整體性的工作滿 足高於獨立型態的護理之家，而整體性的組織承諾和離職意圖在不同型態的護 理之家則無顯著差異。3.照顧服務員的工作滿足、組織承諾皆與離職意圖呈負相 關，經逐步迴歸分析顯示，離職意圖最重要的預測因素為組織承諾，共可解釋 36.1%的總變異量。
關鍵字：護理之家、照顧服務員、工作滿足、組織承諾、離職意圖
英文摘要
Title of Thesis: Job satisfaction, organizational commitment and intention to quit for nursing assistants in nursing homes
Institution: Graduate Institute of Nursing, Taipei Medical University
Author：Lin, Wei-Li
Thesis directed by: Lu, Meei-Shiow, Professor
The purposes of this study were to understand the job satisfaction, organizational commitment and intention to quit of nursing assistants in nursing homes（over 50beds）. We also compared the relationship between job satisfaction, organizational commitment, intention to quit and personal characteristics , different types of nursing homes which include hospital-based nursing homes and freestanding nursing homes in Taiwan. The study used a cross-sectional method. To achieve the purpose of this study, there were the organizational commitment scale questionnaire, the job satisfaction scale questionnaire and intention to quit scale questionnaire. Subjects were recruited by random sampling from nursing homes. 11 hospital-based nursing homes and 9 freestanding nursing homes were surveyed during 1 May to 31 May 2005. The response rate was 44.33% of the total sample of 600 nursing assistants.
The results showed that: (1) The average score of overall job satisfaction was 3.63((ranged from 1 to 5) which indicated a mild range score. The average score of overall organizational commitment was 3.42(ranged from 1 to 5) which indicated a mild range. The average score of overall intention to quit was 2.35((ranged from 1 to 5) which indicated a lower range score. A statistically significant was found among job satisfaction, organizational commitment and intention to quit when compared to personal characteristics. The more the salary nursing assistants received, the more job satisfied nursing assistants had. Higher organizational commitment is related to having high school education. Younger nursing assistants and years in nursing homes influence the intention to quit. (2) Job satisfaction was significantly higher among nursing assistants at hospital-based nursing homes than those working at freestanding nursing homes. There was no significant difference between hospital-based nursing homes and freestanding nursing homes in organizational commitment and intention to quit. (3) A negative correlation was found between job satisfaction, organizational commitment and intention to quit. Stepwise regression analysis showed that organizational commitment was predictors of intention to quit and accounted for36.1% of variances.
Key words : nursing homes、nursing assistants、job satisfaction、
organizational commitment、intention to quit
