臺灣博碩士論文加值系統

本研究的目的在：一、瞭解國軍醫院護理人員與護理長之關係、組織承諾、工作滿意度、離職意願的現況及相關的影響因素；二、探討國軍醫院護理人員與護理長之關係、組織承諾、工作滿意度對離職意願之影響。以橫斷式的研究設計，採立意取樣，選擇13所國軍醫院的護理人員為研究對象，共計發出問卷1290份，回收問卷1214份，回收率為94.1%，扣除16份廢卷，共得有效問卷1198份。
研究結果顯示：國軍醫院護理人員與護理長之關係、組織承諾、工作滿意度皆達中等程度以上；有離職意願人數的百分比為18.9%。國軍醫院護理人員與護理長之關係、組織承諾、工作滿意度皆與離職意願呈顯著的負相關，且為離職意願有效的預測因子。
在特性變項的影響上，年齡愈大、已婚、工作年資愈久、每月平均薪資愈高者，在護理人員與護理長之關係、組織承諾、工作滿意度上得分愈高，離職意願愈低。有無六歲以下子女，在護理人員與護理長之關係、組織承諾上有顯著性的差異，但在工作滿意度、離職意願上則無顯著性的差異。高職教育程度者比專科、大學學歷者；副護理長比護理員，在護理人員與護理長之關係、組織承諾、工作滿意度上得分為高，但在離職意願人數百分比上並無顯著性的差異。聘任身份別在護理人員與護理長之關係、離職意願上無顯著性的差異；但在組織承諾、工作滿意度上，民聘者顯著低於軍職、軍聘。醫院等級方面，在組織承諾、離職意願上無顯著性的差異，但在護理人員與護理長之關係、工作滿意度上，醫學中心則顯著最低。

The purposes of this study are (1) to obtain a comprehensive understanding of Taiwan’s Military Hospital nurses’ leader-member exchange relationship, organizational commitment, job satisfaction and intention to quit, and (2) to examine the correlation between the intention to quit and leader-member exchange relationship, organizational commitment and job satisfaction. The research design of this study is a cross-sectional survey. The total sample of the study consists of 1290 nurses, who are employed by thirteen Military Hospitals. 1214 structured questionnaires are answered and returned (response rate: 94.1%). sixteen questionnaires are discarded due to excessive missing data.
The results indicate that: (1) The leader-member exchange relationship, organizational commitment and job satisfaction are all above satisfactory level; the percentage of intention to quit is 18.9; (2) Leader-member exchange relationship, organizational commitment and job satisfaction are all negatively correlated with intention to quit and thus are effective predictors of it.
The study of the influence of demographic characteristics indicates that: (1) The nurses who are older, married, with more work years experience and high level of salary tend to score higher on the scale for leader-member exchange relationship, organizational commitment and job satisfaction, and have low percentage of intention to quit; (2) The nurses who have children under age six show significant difference from those who don’t in the leader-member exchange relationship and organizational commitment, but not in job satisfaction and intention to quit; (3) Educational background and position influence the nurses’ satisfaction in leader-member exchange relationship, organizational commitment and job satisfaction, but show no significant difference in the intention to quit; (4) The army nurses score higher than the civilian nurses in organizational commitment and job satisfaction; (5) Nurses of the medical center are the least satisfactory in leader-member exchange relationship and job satisfaction.

第一章 緒論
第一節 研究背景與動機…………………………………1
第二節 研究目的…………………………………………4
第三節 名詞界定…………………………………………5
第二章 文獻查證
第一節 領導者與部屬交換關係…………………………8
第二節 組織承諾…………………………………………13
第三節 工作滿意度………………………………………18
第四節 離職意願…………………………………………23
第五節 領導者與部屬交換關係、組織承諾、工作
滿意度與離職意願間的相關性研究……………28
第六節 概念架構…………………………………………34
第七節 研究假設…………………………………………35
第三章 研究方法
第一節 研究設計…………………………………………36
第二節 研究對象…………………………………………37
第三節 資料收集的過程…………………………………39
第四節 研究工具…………………………………………41
第五節 研究倫理的考量…………………………………46
第六節 資料統計與分析…………………………………47
第四章 研究結果
第一節 研究對象之基本屬性與分佈……………………48
第二節 護理人員與護理長之關係………………………51
第三節 組織承諾…………………………………………57
第四節 工作滿意度………………………………………63
第五節 離職意願…………………………………………73
第六節 護理人員與護理長之關係、組織承諾、工作
滿意度影響離職意願之探討……………………79
第五章 討論
第一節 特性變項在護理人員與護理長之關係、組織
承諾、工作滿意度、離職意願上的差異………81
第二節 護理人員與護理長之關係、組織承諾、工作
滿意度對離職意願的影響………………………96
第六章 結論與建議
第一節 結論………………………………………………98
第二節 建議………………………………………………100
第三節 研究貢獻…………………………………………102
第四節 研究限制…………………………………………103

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