探討南臺灣醫護人員在組織變革認知、組織承諾、工作不安全感、轉任意願之差異及轉任意願之重要影響因素

Discussion of Medical Staff's Willingness to Accept Job Transfers during Organizational Reform, Organizational Commitment, Job Insecurity and also Significant Influential Factors at a Medical Center in Southern Taiwan

10.29494/LN.202212_23(4).0003

楊佩瑄(Pei-Hsuan Yang)；廖素綿(Su-Mien Liao)；張淑美(Shu-Mei Chang)；許心恬(Hsin‐Tien Hsu)

組織變革認知 ； 組織承諾 ； 工作不安全感 ； 轉任意願 ； recognition of organizational reform ； organizational commitment ； job insecurity ； willingness to accept transfer

領導護理

23卷4期（2022 / 12 / 01）

33 - 52

繁體中文

目的：本研究欲探討醫護人員在組織變革認知、組織承諾、工作不安全感及轉任意願之差異及轉任意願相關影響因素，以作為醫療機構未來在調整組織時，能依照醫護人員不同職類妥善規劃與作好配套措施，在有利於醫院營運與經濟效益下，也能有效提昇醫護人員整體戰力與轉任意願。方法：採橫斷式研究設計，網路調查南部某醫學中心253位醫護人員，採用自擬結構式問卷「組織變革認知量表」、「組織承諾量表」、「工作不安全感量表」及「轉任意願量表」，以SPSS/Windows 20.0版套裝軟體程式進行資料分析。結果：在醫院組織變革過程中，組織變革認知在醫護人員間未達顯著差異，而護理師的組織承諾及工作不安全感顯著高於醫師，但是護理師轉任意願顯著低於醫師。組織承諾為護理師重要預測因子，可解釋轉任意願總變異量23％F（12, 180） = 4.56,p＜.001），但並未找出醫師轉任意願之預測因子（F（12, 47） = 1.70, p=.098）。結論：護理人員組織承諾高於醫師，也是護理師轉任意願的重要影響因素，若能建立一套完整的轉任體系醫院計畫，提供員工轉任培訓計畫，完善的敘薪福利與晉升制度，可增進護理人員接受調任不同體系醫院或部門安排之意願。

Purpose: The purpose of this study is to explore the differences in medical staff's willingness to accept transferring during organizational change, organizational commitment, and job insecurity in a southern medical center in Taiwan. In order to provide an effective planning measure when restructure the medical institution in the future, while beneficial to hospital operation and cost-effective, it can also practically improve the overall combat power and willingness of medical staff to transfer. Methods: A cross-sectional study designed online survey was conducted with a total of 253 medical staff in a medical center in Southern Taiwan completed the questionnaires. Self-made structured questionnaires include: ＂The Recognition of Organizational Reform Questionnaire＂, ＂Organizational Commitment Questionnaire＂, ＂Job Insecurity Scale Questionnaire＂, and ＂Willingness to Accept Job Transfer Questionnaire＂. The data analysis was processed with the SPSS/Windows 20.0 application. Result: There is no significant difference found in the recognition of organizational reform among medical staff while the institution or organization is in the process of reform. Nurses show significantly higher organizational commitment and job insecurity than doctors but remarkably less willingness to accept job transfers. Organizational commitment can be an important predictive variable to explain why nurses have a lower willingness to accept job transfers (23%, F (12, 180) = 4.56, p ＜.001). However, there is no predictable variable for doctors (F (12, 47) = 1.70, p =.098). Conclusion: The organizational commitment of nursing staff is higher than that of physicians, and it is also an important factor affecting the willingness of nurses to transfer. If a complete transfer system plan can be promoted in the hospital, staff transfers training program, a complete salary, welfare and promotion system can also be established, then these can increase the willingness of nursing staff to accept the arrangement of transfer to different hospitals or departments.

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