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研究生:魏千金
研究生(外文):Wei-Chien-chin
論文名稱:授權賦能與工作態度之研究-以護理人員為例
論文名稱(外文):A Research of Empowerment and Job Attitude — A Study of Nurses
指導教授:張美燕張美燕引用關係
指導教授(外文):Chung-Mei-Yane
學位類別:碩士
校院名稱:逢甲大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2001
畢業學年度:89
語文別:中文
中文關鍵詞:授權賦能工作態度組織承諾工作滿足
外文關鍵詞:EmpowermentJob attitudeorganization committeJob satisfaction
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本研究之目的在於瞭解目前國內護理人員對授權賦能之知覺程度,並且探討在不同的員工的人口統計變項與組織屬性之下,其授權賦能知覺是否有所差異,以及探討授權賦能與工作態度之間的相關性,以分析施行授權賦能管理之效益,進而提供組織進行授權賦能管理時之參考。
本研究結果顯示,國內護理人員整體授權賦能之平均感受程度為中高程度;再者,護理人員的授權賦能感受與其工作態度之間呈現非常顯著的正向相關性,且與組織承諾及工作滿足也皆呈現非常顯著之正向相關;其中,又以授權賦能與工作滿足相關程度較高於授權賦能與組織承諾相關性;不論是在工作滿足與組織承諾之整體知覺,亦或在兩者各別之次變項之知覺均是如此。此外,護理人員的工作態度會因授權賦能感受程度之高低而有顯著差異,亦即所有權感、共同參與、以及互動性的感受程度愈高,會導致其具有較高之正向的整體工作態度,並且亦均會導致其組織承諾與工作滿足之態度的正向提昇;其中,又以授權賦能對工作滿足之預測能力較高。
在醫院之組織屬性方面,醫院評鑑等級與醫院權屬別兩變項對授權賦能知覺呈現顯著差異,而授權賦能三個次變項中,即所有權感、共同參與、與互動性,其中僅所有權感的感受程度與醫院評鑑等級以及醫院權屬別兩變項呈現顯著差異;另外,員工之人口統計變項方面,在年齡、婚姻、本院服務年資、職稱、及參加工作小組等五個變項,對其整體授權賦能感受均具有顯著差異的;而護理人員之人口統計變項對其授授權賦能次變項的感受程度方面,在「所有權感」的感受程度上,護理人員之年齡與醫院年資具顯差異;在「共同參與」的感受程度,護理人員之年齡、在職進修、婚姻、工作科別、醫院年資、職稱、及參與工作小組等七方面均呈現顯著差異;在「互動性」的感受程度上,則僅以有參加單位層面小組之護理人員較無參加者的感受程度高。
因此,本研究發現授權賦能會影響護理人員之工作態度,各醫療院所在進行授權賦能之事宜時,可以參考本研究結果,以改善提昇護理人員的工作態度;最後,本研究的結果對授權賦能在管理實務與理論以及未來研究方向,提供很多有意義的分析結果與建議。授權賦能的議題仍是重要且有價值的研究主題,亟待後續研究持續努力。
The main purpose of this research was to explore the empowerment perceived by staff nurses in Taiwan. The relationship between their demographic or organizational variables and perceived empowerment, and the relationship between the perceived empowerment and their job attitude were examined. It would provide useful references and suggestions for the organization’s determination about implementing empowerment and organizations which were implementing empowerment now.
Results of this research were as follows:the average degree of perceived empowerment of Taiwan staff nurses was moderately high. The relationship between perceived empowerment and job attitude of Taiwan staff nurses was significantly positive. In other words, when perceived empowerment was high, nurses’ job attitude would be high. The relationship between perceived empowerment and job satisfaction was significantly positive as well as the relationship between perceived empowerment and organization commitment of Taiwan staff nurses was significantly positive, too. In addition, if nurses’ perceived empowerment was high, such as reciprocity, synergy and ownership were high, it would have positive effects on their job attitude, job satisfaction, and organization commitment. And the perceived empowerment was higher correlated with nurses’ job satisfaction than with organization commitment.
Organizational variables were significantly related to nurses’ perceived empowerment, such as examined and commented grades and classifications of proprietary rights of hospitals. Among three sub-variables of perceived empowerment, such as reciprocity, synergy, and ownership, the nurses’ perceived “ownership” had been significantly affected by examined and commented grades and classifications of proprietary rights of hospitals. Besides, the nurses’ perceived empowerment was significantly related to their demographic variables, such as their age, marital status, their positions, working years in the hospitals, and working teams. Among three sub-variables of perceived empowerment, the nurses’ perceived “ownership” was significantly related to their demographic variables, such as their age and working years in the hospitals. The nurses’ perceived “synergy” was significantly related to their demographic variables, such as their age, marital status, clinical ladder levels working years in the hospitals, their position, and working teams. The nurses’ perceived “reciprocity” was only significantly related to their working teams, and participated nurses were higher.
Therefore, this research results provided that nurses’ perceived empowerment had significantly influenced their job attitude, job satisfaction and organization commitment. The hospitals could refer to this research findings to improve their nurses’ job attitude, whether they were implementing or planning to implement empowerment activities. Finally, this research finding also provided useful and meaningful suggestions in the empirical practices and future researches concerning empowerment.
目錄…………………………………………………………………………………Ⅰ
表目錄………………………………………………………………………………Ⅳ
圖目錄………………………………………………………………………………Ⅵ
第一章緒論………………………………………………………………………1
第一節研究背景與動機…………………………………………………….1
第二節研究目的…………………………………………………………….4
第三節研究範圍…………………………………………………………….5
第四節研究流程…………………………………………………………….6
第二章文獻探討…………………………………………………………………7
第一節 授權賦能…………………………………………………………….7
壹、授權賦能之定義…………………………………………………….8
貳、授權賦能之作用……………………………………………………14
參、授權與授權賦能的區別……………………………………………17
肆、授權賦能的構面與測量……………………………………………19
伍、相關研究……………………………………………………………25
第二節 工作態度……………………………………………………………32
壹、工作態度……………………………………………………………33
貳、組織承諾……………………………………………………………34
參、工作滿意……………………………………………………………42
第三章研究模型與研究方法………………………………………………….49
第一節研究假設及其推演…………………………………………………49
壹、在人口統計變項與授權賦能之關係方面…………………………49
貳、在組織屬性與授權賦能之關係方面………………………………52
參、在授權賦能與工作態度之關係方面………………………………53
第二節研究架構……………………………………………………………54
第三節變項操作型定義……………………………………………………55
壹、護理人員……………………………………………………………55
貳、組織屬性……………………………………………………………55
參、授權賦能……………………………………………………………56
肆、工作態度……………………………………………………………56
第四節研究設計……………………………………………………………58
壹、問卷設計……………………………………………………………58
貳、抽樣設計與資料蒐集………………………………………………60
第五節資料處理及分析方法………………………………………………64
壹、基本敘述統計………………………………………………………64
貳、因素分析……………………………………………………………65
參、Pearson相關分析………………………………………………….65
肆、典型相關分析………………………………………………………65
伍、多元迴歸分析………………………………………………………66
陸、One-way ANOVA分析……………………………………………….66
柒、MANOVA分析…………………………………………………………66
捌、.Tukey比較分析……………………………………………………67
玖、T-test分析法………………………………………………………67
第四章資料分析結果與討論………………………………………………….68
第一節樣本分佈狀況分析………………………………………………….68
壹、醫院之組織資料……………………………………………………68
貳、個人基本資料………………………………………………………69
第二節資料初步分析……………………………………………………….73
壹、授權賦能與工作態度之變項分析…………………………………73
貳、信度分析……………………………………………………………78
參、研究變項之敘述統計分析…………………………………………79
第三節授權賦能與工作態度之相關分析………………………………….80
壹、Pearson相關分析………………………………………………….80
貳、典型相關分析………………………………………………………85
參、逐步多元迴歸分析…………………………………………………91
第四節組織屬性與授權賦能之相關分析…………………………………100
壹、組織屬性對授權賦能差異之分析……………………………….100
貳、組織屬性對授權賦能各變項差異之分析……………………….101
第五節員工之人口統計變項與授權賦能之相關分析……………………103
壹、人口統計變項與授權賦能差異之分析………………………….103
貳、人口統計變項與授權賦能各變項差異之分析………………….106
第五章結論與建議……………………………………………………………111
第一節研究之實證結果發現………………………………………………111
壹、授權賦能與工作態度之間的關係……………………………….111
貳、組織屬性與授權賦能之間的關係……………………………….113
參、人口統計變項與授權賦能之間的關係………………………….114
第二節研究建議與限制……………………………………………………117
壹、管理實務之建議………………………………………………….117
貳、研究貢獻………………………………………………………….118
參、後續研究之建議………………………………………………….118
第三節研究限制……………………………………………………………119
參考文獻…………………………………………………………………………120
中文參考文獻………………………………………………………………120
英文參考文獻………………………………………………………………123
附錄………………………………………………………………………………130
問卷…………………………………………………………………………130
附表…………………………………………………………………………135
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50.劉家宗,員工對績效考核的認知與工作態度之相關研究-台電公司某發電廠為實證研究對象,逢甲大學企業管理研究所碩士論文,民國八十八年。
51.蔡坤宏,旅館業、旅行業、航空業員工社會化與工作壓力之關係比較研究,中國文化大學觀光事業研究所碩士論文,民國八十八年。
52.蕭麗華譯,Scott &Jafe著,民八十二年,授權之道-建立有利的組織氣候,台北,麥田。
53.賴怡文,護理人員激勵措施之調查研究-以南部某區域醫院為例,國立中正大學勞工研究所碩士論文,民國八十七年。
54.戴宏達,台灣地區男性護理人護性別角色壓力、組織承諾與護理專承諾之相關研究,台北醫學院護理學研究所,民八十八年。
55.鍾任琴,國小教師權能感及其影響因素之研究,國立嘉義師範學院學報,11,民國八十六年,pp.157-186。
56.鍾任琴,國民小學教師權能之調查分析,教師之友,38(2),民國八十六年四用,pp.20-27。
57.簡瑟芬,組織報酬與員工工作意願之研究,國立政治大學公共行政研究所碩士論文,民國八十三年。
58.魏中仁,醫院決策特性與組織效能及組織承諾關係之探討,國立臺灣大學,醫療機構管理研究所碩士論文,民國八十八年 。
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