Please use this identifier to cite or link to this item: http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/87869
Title: 公共衛生人員之組織充能,心理充能與工作滿意度,組織承諾相關因素之探討
The research on the relationship between organizational empowerment, psychological empowerment and work satisfaction, organizational commitment for public health workers.
Authors: 劉潔心
Chieh-Hsing Liu
林欣怡
Li, Shin-Yi
Keywords: 公共衛生人員
組織充能
心理充能
工作滿意度
組織承諾
結構方程模式
public health worker
organizational empowerment
psychological empowerment
work satisfaction
organizational commitment
structural equation model
Issue Date: 2006
Abstract: 充能的相關研究結果漸漸受到組織與管理者所重視;然組織機構若能提供一充能環境將有助於提升員工充能的程度,進而增加其工作滿意度、組織承諾,緩和因工作壓力所造成之工作疲匱或離職意圖。相對於目前須面臨工作業務轉型之衛生所人員而言,實為重要考量因素。故本研究旨在瞭解公共衛生人員社會人口學基本資料、組織充能、心理充能與工作滿意度、組織承諾之現況及其相關因素;並且進一步運用結構方程模式建構公共衛生人員組織充能、心理充能與工作滿意度、組織承諾之模式,以瞭解變項之間直接與間接影響關係。 本研究引用「基層醫療人員充能教育模組發展與成效評價(1/2)」(劉潔心等,2004)第一年調查之部份資料進行次級資料分析。研究對象選取北區各公共衛生所人員,共計約670人,回收649份,有效樣本回收率為85.97%。本研究依Kanter(1977,1979,1993)提出充組織能理論與Spreitzer (1995)則基於Thomas與Velthouse (1990)所提出之心理充能模式為主;選取問卷之部份變項以重新建構為本研究架構之重要變項。 研究結果顯示,公共衛生人員以女性居多,年齡層以31~40歲所佔人數比例最多、已婚、專科畢業者人數佔最多;職務工作經驗豐富,但面臨目前衛生所之業務轉型與組織改造之困境,僅有少數之公共衛生人員參與在職進修。組織充能(Mean=3.23,SD=0.62)、心理充能(Mean=3.61,SD=0.53)、工作滿意度(Mean=3.19,SD=0.48)、組織承諾(Mean=3.38,SD=0.52)皆於中等程度;且彼此之間皆存有高度相關。而在結構方程模式中,潛在變項直接與間接效果之探討部份,組織充能為有效預測心理充能與工作滿意度的重要指標;而在預測組織承諾之直接效果上並未達顯著,其影響效果主要則需透過工作滿意度,其次為心理充能之因素所產生之間接效果。 由以上可知,若能夠強化衛生所之組織環境以提升其員工自覺充能與工作滿意度,則有助於緩和因工作壓力所造成之工作疲匱或離職意圖等;亦可提升衛生所人員之服務品質與工作效率的程度。研究結果則可做為衛生行政組織之政策或人事管理之參考。
The research of empower is growing to attach important to apparatus and organization. However, if the organization can provide a empowerment environment which can improve their perceived of empowerment, then improve their work satisfaction, organizational commitment. Additionally, alleviate the burnout or turnover intention that derived from working pressure. As regards the public health workers who confronted by occupational activities had been conditioned, that factors should certainly be cogitated. The research proposed to realize that public health workers’ demography based-data, organizational empowerment, psychological empowerment, work satisfaction, organizational commitment and the correlation between these variables. And further, building a model of these four variables, so clearing the influence of indirect and direct, demonstrating theory of organizational empowerment and psychological empowerment. Using secondary data analysis of a year quasi-experimental test design-The empowerment instructional model and evaluation of primary health professionals. The subject of the research was the public health workers from the north in Taiwan, that counted up the samples are 670. There are 649 copies of questionnaires received( 85.97% of considered valid response rate). This research according to Kanter’s organizational empowerment theory (1977,1979,1993) , Spreitzer (1995) bottomed on psychological empowerment which be claimed by Thomas and Velthouse(1990). Extracting from a part of variables from the questionnaire , then built the major variables of this research. The research achievements are listed as follows: 1. Public health workers consisted mostly of women(99.5%), 31-40years old (39.8%), married(82.1%), with academy education (60.53%), and abundant in work experience. Besides, public health workers that facing the occupational activities and organization reform of health center, only a minority of public health workers participated in in-service education or training. 2. Organizational empowerment, psychological empowerment, work satisfaction, organizational commitment were average and these are high correlation with each other. 3. At the directed and indirect effect of latent variables: organizational empowerment could direct effective to predict psychological empowerment and work satisfaction, but couldn’t on organizational commitment. However, organizational empowerment should get past the work satisfaction or psychological empowerment, so it could indirectly effective to predict organizational commitment. According to this result, advising the health centers should strengthen the work environment, so the members will promote their perceived of empowerment and work satisfaction. Then, it could avail to alleviate burnout and turnover intent which derived from working pressure, and improve the public health workers’ service quality and work efficiency. The research result could be regarded as the policy or management consultation in public health administrative organization.
URI: http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=%22http://etds.lib.ntnu.edu.tw/cgi-bin/gs32/gsweb.cgi?o=dstdcdr&s=id=%22GN0693050026%22.&%22.id.&
http://rportal.lib.ntnu.edu.tw:80/handle/20.500.12235/87869
Other Identifiers: GN0693050026
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