衛生局人員工作壓力、工作滿意度與離職傾向之研究

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2021

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本研究旨在探討衛生局人員背景變項、工作壓力、工作滿意度與離職傾向之關係。在109年採立意取樣方法,回收327份衛生局人員自填問卷,並訪談5名衛生局離職人員,研究結果如下: 一、受測衛生局人員工作壓力為中上程度、工作滿意度為中等程度、離職傾向為中等程度。 二、受測衛生局人員在工作壓力與工作滿意度呈顯著負相關,工作滿意度與離職傾向呈顯著負相關,工作壓力與離職傾向呈顯著正相關。 三、複迴歸分析結果顯示,受測衛生局人員年齡為50歲以上者相較於20-29歲者,及職位為職工相較於委薦簡任非主管,較無離職傾向;工作壓力愈高及工作滿意度愈低,較易有離職傾向。 四、受測衛生局人員產生離職想法的前五名原因依序為:業務量負荷大、薪資低或不能調升、常加班、主管情緒管理不佳、主管工作分配不均。受訪衛生局離職人員表示離職原因為:換環境、為未來生涯規劃鋪路、調回家鄉工作、工作需外勤待命及業務量負荷大。 五、受測衛生局人員提出改善建議前五名依序為:加薪、合理工作量、增加人力、改善升遷制度、主管情緒管理良好。受訪衛生局離職人員提出改善建議為:有機會調動有興趣的工作內容、業務量減少、不要大小事情都列管、增加人力及淘汰不必要舊業務。
This study aims to explore the relationship between the background variables, work stress, job satisfaction and turnover intention of department of health staff. The purposive sampling method was adopted, 327 valid self-filled questionnaires from the department of health were collected, and 5 people who had resigned from the department of health were interviewed in 2020. The results of the study were as follows: 1.The work stress of the department of health staff was upper intermediate, job satisfaction was intermediate, and turnover intention was intermediate. 2.The correlation between work stress and job satisfaction of the department of health staff were significantly negatively correlated, job satisfaction and turnover intention were significantly negatively correlated, and work stress and turnover intention were significantly positively correlated. 3.The multiple regression analysis results showed that the department of health staff upward of 50 were less likely to resign than 20-29, the position of technical or maintenance workers were less likely to resign than civil servants; The higher the work stress and the lower job satisfaction, the more likely to have intention to resign. 4.The top five reasons for turnover intention of the department of health staff were: heavy workload, low salary or inability to get a promotion, frequent overtime, poor emotional management of supervisors, and uneven workloads. The reasons for turnover intention of the people who had resigned from the department of health were: changing the environment, paving the way for future career planning, transferring back to their hometown to work, requiring field work and heavy workload. 5.The top five improvement suggestions made by the department of health staff were: increasing salary, reasonable workload, increasing manpower, improving promotion system, and good supervisor emotional management. The improvement suggestions made by the people who had resigned from the department of health were: opportunities to mobilize interested work content, reducing business volume, avoiding micromanagement, increasing manpower, and eliminating unnecessary old business.

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離職傾向, 衛生局人員, 工作壓力, 工作滿意度, turnover intention, department of health staff, work stress, job satisfaction

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