醫院組織文化與員工工作態度相關性之實證研究

Empirical Study of the Correlation between Organizational Culture and Work Attitude of Employee in Hospital

楊建昌(Chien-Chang Yang)；林月雲(Carol Y. Y. Lin)；楊紅玉(Hung-Yu Yang)；廖又生(Yu-Sheng Liao)

醫院 ； 組織文化 ； 工作態度 ； hospital ； organizational culture ； work attitude

醫院雙月刊

47卷2期（2014 / 04 / 30）

30 - 45

繁體中文

為因應競爭環境、病人對醫療水準的重視及服務品質的期待與要求，員工的工作態度及努力付出的意願對醫院的績效具有重要關鍵的影響，醫院要如何留住、吸引人才及提供良好醫療服務，是現今醫院管理者應重視的議題。本研究以全國醫院總數之十分之一，採分層抽樣利用問卷調查，每家發放20份，共計1,100份問卷，回收有效問卷623份問卷，有效回收率達56.6%。研究發現年齡對支持型、創新型、官僚型之文化及工作滿足有顯著差異；現職年資對官僚型文化及組織承諾有顯著差異；學歷對支持型、創新型、官僚型之文化有顯著差異。支持型與創新型之文化與工作滿足、工作投入、組織承諾間呈現正相關；官僚型文化與工作滿足和組織承諾具有正相關。支持型、創新型之文化分別對工作滿足及工作投入具有正向影響力；支持型文化對組織承諾具有正向影響力。醫院若屬支持型文化，則對員工的工作滿意、工作投入和組織承諾有顯著的影響。表示員工較喜歡具有高度支持、公平對待、彼此互相信任且重視人際關係與和諧的環境工作。若要改變醫院文化以提昇員工的工作態度，建議採用支持型文化較有效、給予員工工作上和精神上的支持與鼓勵；若一味強調階級劃分、權力，則對提升整體員工工作態度，可能產生負面結果。

In order to response the competitive environment, and patient's attention on medical standards and their expectation and requirement of medical service quality, employees' work attitude and willingness to devote themselves to medical care play important roles on hospital performance. How to retain and attract talented people to operate and provide good medical service are important issues that hospital managers face today. This research aimed at one tenth of total hospitals which are still operating and registered in Department of Health as subjects. We used stratified sample questionnaires, issued 1,100 questionnaires in total, and 623 valid questionnaires were returned (valid response rate was 56.6%). The result of research shows employees with different ages have significant different conceptions toward ”Supportive culture”, ”innovative culture”, ”Bureaucratic culture” and job satisfaction. Employees with different seniority have significant different conceptions toward ”Bureaucratic culture” and organizational commitment. Employees with different education have significant different conceptions toward ”Supportive culture”, ”Innovative culture” and ”Bureaucratic culture.” ”Bureaucratic culture” has significant positive correlation with job satisfaction and organizational commitment. ”Supportive culture” has significant positive influence on job satisfaction, job involvement and organizational commitment. ”Innovative culture” has significant influence on job satisfaction and job involvement. This research shows that if the organizational culture in hospital is supportive culture, it has significant influence on employees' job satisfaction, job involvement and organizational commitment. It shows that hospital employees prefer to work in the environment where they can perceive a high level of support, fair treatment, mutual trust, emphasis on interpersonal relationship and harmonious atmosphere from the hospital. If we want to change internal culture of hospital to enhance employees' work attitude, the adoption of supportive culture would be more effective, and to treat employees equally without discrimination, and give them work and spiritual support and encouragement. If hospital mangers emphasize the class division and power blindly, it might cause a negative result in enhancing employees' work attitude.

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