臺灣博碩士論文加值系統

有鑑於國內以醫療單位主管為主題之相關研究相當缺乏，故本研究旨在探討醫療單位主管的人格特質與管理訓練對管理能力與效能之影響。相關衡量工具，在人格特質方面修改鄭臻妹 (2001) 所採用之Spector (1987) 中文化問卷；管理訓練方面則經專家訪談及專家效度自行設計量表；管理能力方面採用Tett等人 (2000) 的管理能力量表；管理效能方面則依據Kelman (1958) 和Yukl (1998) 的理論自行發展設計態度量表。
本研究以高高屏三縣市轄內16家醫院的醫療單位主管及其單位所屬醫療人員為研究對象。全體有效問卷共計604份，包括各醫院的醫療單位主管有效問卷69份；其單位所屬醫療人員有效問卷535份。建立資料庫並使用SPSS 11.0版統計軟體加以分析。在確認各問卷題意後，經因素分析法確認管理訓練及管理效能之因子信效度，再以階級迴歸法加以驗證。實證分析結果顯示：
一、醫療單位主管的人格特質越趨內控，其管理能力越高，呈現顯著的正向關係。
二、醫療單位主管的人格特質越趨內控，其管理訓練越高，呈現顯著的正向關係。
三、醫療單位主管的管理能力與其管理效能間部分呈現顯著的關係。管理能力在預測管理效能評量的部屬態度的拒絕與順從上，呈現負向關係，但未達統計顯著之水準。在預測承諾上則呈現顯著的正向關係。表示較高的管理能力可以加強部屬比較積極主動的承諾。
四、醫療單位主管的管理能力對於人格特質與管理效能評量的部屬態度的承諾間的關係，具有顯著之中介效果。至於管理能力對於人格特質與管理效能評量的部屬態度的抗拒與順從間的關係則未具有中介效果。
五、醫療單位主管的管理訓練與其它變項間未呈現預期的關係。管理能力對於管理訓練與管理效能評量的部屬態度的拒絕、順從、承諾各構面間的關係，均未具有中介效果。管理訓練對於內外控人格特質與管理能力間的關係，及管理訓練對於管理能力與管理效能間的關係，皆未具有干擾效果。
根據上述研究結果，本研究據以提出建議及研究限制。

In light of the lack of study in the related field regarding the medical directors in Taiwan, this research tended to explore the effects of personality traits and management training on managerial competency and managerial effectiveness of the medical directors. Internal-external locus of control was measured by using a modified scale originating with Spector (1987) and Chinese translated by Chen-may Cheng (2001). Management training was assessed by employing the self-administered scale amended by the in-depth interview and the expert validity. Managerial competency was ranked by applying Tett et al.’s (2000) hyperdimensional taxonomy of managerial competence. Management effectiveness was scaled by utilizing a self-administered items based on the Kelman (1958) and Yukl’s (1998) theoretical conceptions of the subordinates’ acceptance attitudes toward managers.
The research data were transformed from 604 valid respondents covering 16 hospitals in the Great Kaohsiung Area. Among these respondents, 69 were from the medical directors and 535 were from their immediate subordinates. The data were statistically analyzed via factor analysis, reliability test, Pearson correlation, as well as hierarchical regression analysis. The results, in general, indicated the following
a. There was a significant and positive relationship between internal locus of control and managerial competency of the medical directors.
b. There was a significant and positive relationship between internal locus of control and management training of the medical directors.
c. There was a partially significant relationship between managerial competency and managerial effectiveness of the medical directors. Although managerial competency was found to have no significant effects on either resistance or compliance of the subordinates’ attitudes , managerial competency was, however, significantly and positively related with commitment of the subordinates’ attitudes. Such findings might imply that managerial competency strengthened the more active subordinate’ attitude such as commitment.
d. Managerial competency had partial mediating effects on the relationship between internal locus of control and managerial effectiveness. Managerial competency was found to significantly mediate the relationship between internal locus of control and commitment; however, insignificant mediating effect of managerial competency was noted on the relationship between internal locus of control and either resistance or compliance.
e. Management training was found to have no significant effects on any relationship with other variables. Management training had no mediating effect on the relationship between managerial competency and managerial effectiveness. In addition, management training had no moderating effect either on the relationship between internal locus of control and managerial competency or on the relationship between managerial competency and managerial effectiveness.
Based on the above research results, the limitations and the recommendations of this study were presented accordingly.

目　次
第一章　緒論
第一節　研究背景…1
第二節　問題陳述與研究目的…3
第三節　研究流程…5
第二章　文獻探討與研究假設
第一節　專業醫療管理者…6
第二節 人格特質…11
第三節 管理訓練…18
第四節　管理能力…27
第五節　管理效能…40
第六節　各變項之關係…50
第三章　研究方法
第一節　研究假設…58
第二節　研究架構…59
第三節 研究變數操作性定義…61
第四節 問卷設計與變項衡量…63
第五節　樣本選擇與資料蒐集…73
第四章 結果與討論
第一節　樣本結構分析與說明…75
第二節 信度分析、相關係數分析與迴歸分析…81
第五章 結論、限制與建議
第一節　研究結論…92
第二節　理論與實務涵義…96
第三節　研究限制與後續研究建議…98
參考文獻
中文部份…101
英文部份…106
附錄
附錄Ａ…116

表目錄
表2–1 人格特質定義彙總表…11
表2–2 內外控傾向相關研究彙整表…16
表2–3 階層別的訓練重點…24
表2–4 管理能力定義彙總表…30
表2–5 一般管理能力的模式…35
表2–6 各階層員工管理能力需求…37
表2–7 管理效能衡量構面…45
表2–8 有效臨床主管的主要條…47
表2–9 Yukl與Kelman理論相對應接受層次…49
表3–1 人格特質問卷題項…64
表3–2 管理訓練問卷題項…66
表3–3 管理訓練之因素分析…66
表3–4 管理能力問卷題項…67
表3–5 管理效能問卷題項…70
表3–6 管理效能之解釋總變異量…71
表3–7 管理效能之因素分析…71
表3–8 問卷的發放、回收、有效、無效問卷數及百分比率一覽表…74
表4–1 受測對象（部屬填答）人口統計變項次數分配表…76
表4–2 受測對象（主管填答）人口統計變項次數分配表…79
表4–3 信度係數表…81
表4–4 各變數之平均數、標準差、相關矩陣…82
表4–5 內外控人格特質、管理訓練、管理能力間之迴歸分析…83
表4–6 管理訓練在內外控人格特質與管理能力間干擾效果之迴歸分析…84
表4–7 管理能力與管理效能間之迴歸分析…86
表4–8 管理能力在內外控人格特質與管理效能間中介效果之迴歸分析…87
表4–9 管理能力在管理訓練與管理效能間中介效果之迴歸分析…89
表4–10 管理訓練在管理能力與管理效能間干擾效果之迴歸分析…90

圖目錄
圖1–1 研究流程圖…5
圖2–1 醫院組織的五大運作系統…9
圖2–2 管理階層與技能之關係…37
圖3–1 研究架構圖…60
圖5–1驗證支持的假設…94
圖5–2 未受驗證支持的假設…94

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