醫院員工人格特質、組織忠誠度對工作態度影響之研究－以高雄市立醫院為例

The Effects of Personality Traits and Organizational Loyalty of Employees on Work Attitudes-Case Study of Kaohsiung Municipal Hospital

10.6692/KJN-2014-31-3-3

吳淑惠(Shwu-Huey Wu)；張永源(Yong-Yuan Chang)；余秋霞(Chiu-Shay Yu)

人格特質 ； 組織忠誠度 ； 工作態度 ； personality ； organizational loyalty ； work attitude

高雄護理雜誌

31卷3期（2014 / 10 / 01）

10 - 25

繁體中文

背景：近年來醫療環境快速變遷，公立醫院進行體質改變和組織調整，造成組織成員的不確定感，導致工作滿足降低、組織忠誠度減少以及離職傾向提高。目的：探討醫院員工人格特質、組織忠誠度與工作態度之關聯性，以作為公立醫院人力資源管理的參考。材料與方法：本研究採橫斷式研究，研究對象為兩所高雄市立醫院員工，以普查方式作問卷調查，施測結果共發出732份問卷，有效樣本529份，有效樣本回收率72.27%。其統計方法有描述性統計、t-test、ANOVA、皮爾森績差相關、複迴歸及階層迴歸分析等方法。結果：人格特質中「開放性」人格特質在整體工作態度無顯著相關（r = 0.085, p = 0.053），「嚴謹性」之人格特質與整體工作態度各層面，呈現低度正相關。組織忠誠度中以「認同組織」與整體工作態度為最高（r = 0.711, p＜0.001）。醫院員工基本屬性、人格特質及組織忠誠度各 構面對工作態度各構面具有顯著性預測力,其中以「認同組織」最具有預測力。結論：醫院員工若具有「嚴謹性」人格特質，其工作態度佳、工作易滿足。員工對組織情感性依附、認同組織，忠誠度愈高,對工作投入的程度愈高，則其離職意願愈低。醫院員工人格特質及組織忠誠度能有效預測工作態度之效果。建議：1.未來在甄選人員時，可增加人格特質及個人基本屬性之評量。2.市立醫院在面臨組織轉型合併的變革中,營造高度信任氛圍環境,及提供開放的溝通平台，員工對組織認同，組織忠誠度必然提高，其工作態度之「工作滿足」、「工作投入」亦相對愈高。

Background: In recent years, a rapidly changing medical environment and physical changes and organization restructure of the public hospitals have resulted in the uncertainty of staff members. These changes further decrease staff members job satisfaction and loyalty, and increase turnover intention. Purpose: This study intended to explore the correlations among staff personality, organizational loyalty and work attitude to serve as a reference for public hospitals in Human Resource Management. Materials and methods: This study uses cross-sectional design. Staff from two Kaohsiung municipal hospitals for sampling 732 questionnaires were distributed, and 529 questionnaires were returned valid resulting in a 72.27% response rate. Data analysis included statistical analysis, statistical methods of descriptive statistics, t-test, ANOVA, Pearson correlation, multiple regression, and hierarchical regression analysis. Results: In overall working attitude (r = 0.085, p = 0.053), openness had no significant correlations. Conscientiousness showed positive correlations in every respect. ＂Organizational identification＂ of organizational royalty had the highest correlation (r = 0.711, p＜0.001). Demographic characteristics, personality and organizational loyalty of the hospital staff had significant predictive ability on working attitude. ＂Organizational identification＂ of organizational royalty had the highest predictive ability. Conclusion: Staff with conscientiousness will have positive work attitude, and higher job satisfaction. Staff with higher organizational identification will result in higher loyalty to the job and lead to lower turnover intention. Staff personality and organizational loyalty can also effectively predict effect of work attitude. Suggestions: 1. Personality and character attributes should be taken into consideration as standards for recruiting staff in the future. 2. In the face of organizational transformation and merger, if city hospitals can create an environment with an atmosphere of high trust and provide open communication, organizational identification and organizational loyalty of staff will definitely be enhanced. Moreover, their working attitude will be increased.

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