護理主管的組織公平與護理人員的工作滿足及工作績效之研究

The Research on Nursing Manager’s Organizational Justice and Nursing Staff’s Job Satisfaction and Job Performance

10.6822/CTUST.2011.00076

劉和楨

工作績效 ； 工作滿足 ； 護理主管 ； 組織公平 ； 護理人員 ； Nursing Staff ； Job Performance ； Job Satisfaction ； Organizational Justice ； Nursing Manager

中臺科技大學護理研究所學位論文

2011年

碩士

黃心樹

繁體中文

護理人員是醫事人在員中最龐大的一群，且醫療體系中有著舉足輕重的地位，其角色與功能影響醫療品質甚鉅。但在消費者意識逐漸高漲、評鑑制度及總額限制下總總多變的醫療環境與壓力，可能會造成護理人員工作士氣低落。此現象會影響病人照護品質及工作效率，所以管理者應該選擇適切的激勵理論與技巧，來激發護理人員的工作動機及士氣，讓大家在工作環境中感受到足夠的激勵因素，藉此滿足個人需求，進而提高工作滿意度、工作績效及品質。 本研究旨在探討護理主管的組織公平與護理人員的工作滿足及工作績效之相關性，採用橫斷式調查研究設計，以中南區區域聯盟的護理人員為研究樣本，採分層隨機取樣，以結構式問卷調查收集資料，回收有效樣本462份，回收率為92.6%。所得資料利用SPSS forWindow 12.0軟體進行描述統計、t檢定及單因子變異數、相關及階層迴歸分析。 研究結果顯示：1.組織公平三個構面平均分數得分均在3分以上，護理人員認為護理主管在管理上是偏向公平的。2.工作滿足兩個構面中，內在滿足高於外在滿足，平均分數得分均在3分以上，顯示護理人員對於目前職場的工作現況是偏向滿足的。3.在工作績效兩個構面當中，平均分數得分均在3分以上，代表護理人員認為自己工作績效良好。4.護理人員性別、年齡、工作科別、能力進階層級、工作年資、教育程度、婚姻狀況及有無子女皆不會影響其對於護理主管組織公平之看法。5.工作科別、工作年資、年齡、婚姻狀況及子女數均會影響護理人員的工作滿足程度。6.子女數、工作科別、年齡、能力進階層級、工作年資及婚姻狀況皆會影響護理人員工作績效。7.護理主管的組織公平與護理人員的工作滿足及工作績效三組變項間均為正相關。8.護理人員個人屬性的工作科別及能力進階層級能顯著預測護理人員的工作績效。9.護理主管的互動公平與護理人員內在滿足皆能顯著預測護理人員的工作績效。 期望本研究結果有助於護理主管瞭解組織公平如何影響護理人員工作滿足及工作績效，在管理上應符合公平原則，以提振護理人員工作士氣，進而提升護理照顧的品質，增加醫院之競爭優勢。

Nurses have been the largest group of health professionals. They have a critical position in the health delivery system. The role and ability of nurses influence the quality of care deeply. However, the changing medical environment and stress including gradually rising consumer awareness, evaluation system, and global budget payment system restriction lead to low morale of nurses. These phenomena will influence the quality of patient care and work efficiency. Managers should choose appropriate inspiration strategies and techniques to promote the work motivation and morale of nurses, make members feel adequate incentive factors in work environment, satisfy personal need, and thereby, improve job satisfaction, and performance. The purpose of this study was to explore the relationship among organizational justice of nursing manager and job satisfaction and job performance of nurses. It was cross-sectional study design. Five hundred copies of structured questionnaire were sent to nurses of central and southern region hospital alliance, Department of Health. Four hundred and sixty two valid questionnaires were returned. The response rate was 92.6%. Descriptive statistics, t test, one-way ANOVA, Pearson’s Product-Moment Correlation analysis, hierarchical regression were used in data analysis. The results indicated 1. The average score of three dimensions of organizational justice was 3 or more. Nurses viewed that the management of nursing manager was fair. 2. The score of intrinsic satisfaction was higher than that of extrinsic satisfaction in two dimensions of job satisfaction. Both of these average score were above three pointes. Nursing staff were satisfied with the current status of the workplace. 3. The average score of two job performance dimensions were 3 points or more. Nursing staff considered their performance were good. 4. Sex, age, specialty, ability to advanced level, work experience, education, marital status and children number will not influence the nurse opinion of the fairness of organizational justice of nursing manager. 5. Job specialty, work experience, age, marital status and children number will affect the job satisfaction of nurses. 6. Children number, job specialty, age, ability to advanced level, work experience and marital status will influence the performance of nursing staff. 7. Organizational justice of nursing manager and job satisfaction and job performance of nursing staff were positively correlated. 8. Nurse personal property, division of work, and ability to advanced level can significantly predict job performance. 9. The interactive fairness of nursing manager and the intrinsic satisfaction of nursing staff can significantly predict the job performance of nurses. We hope this study result could help nursing manager to understand how organizational justice influences job satisfaction and job performance of nurses. Justice principle should be conformed on the management to promote work morale of nurses and further upgrade the nursing quality of care and improve hospital competitive advantage.

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