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研究生:許俊正
研究生(外文):Chun-Chen Hsu
論文名稱:醫院專業人力自評核心職能與績效之關係─以中區某署立醫院為例醫院專業人力自評核心職能與績效之關係─以中區某署立醫院為例
論文名稱(外文):The Relationship between Self-assessed Core Competences and Performance in a Healthcare Setting
指導教授:曾旭民曾旭民引用關係
指導教授(外文):Hsu-Min Tseng
學位類別:碩士
校院名稱:長庚大學
系所名稱:醫務管理學研究所
學門:商業及管理學門
學類:醫管學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
中文關鍵詞:核心職能團隊氣候創新績效
外文關鍵詞:core competenceteam climateinnovation performance
相關次數:
  • 被引用被引用:3
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  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:6
二十一世紀是知識經濟的時代,創新是知識經濟體系最重要的特徵。醫療機構的競爭力與提供服務的人力素質之間關係密切,人力素質通常可以用職能來代表,職能評估對醫療機構的管理具有重大的意義。本研究主要以問卷調查的方式來瞭解醫院專業人力的核心職能、團隊氣候與創新績效之間的關係,希望藉此建制醫療專業人力的職能自我評估工具,同時也可以瞭解團隊氣候對職能與績效關係的可能影響,進而提供醫務管理者在人力資源與績效管理方面的實務建議。本研究共回收138份有效問卷樣本,相關分析結果顯示核心職能和團隊氣候均與創新績效呈現顯著正相關,其中有關服務績效提升的核心職能與創新績效相關性最強,團隊氣候則以任務導向與創新績效相關性最明顯。路徑分析顯示有關服務績效提升的核心職能,會在團隊氣候介入後對創新績效發生間接影響效果,其中又以與任務導向有關的團隊氣候影響最明顯。
本研究可應用於醫療機構的人力資源管理,建議醫療機構發展核心職能架構,並注重團隊氣候的營造,以達成提升創新績效的目的。
The 21st century is the era of knowledge-based economy; innovation is one of the most important features for organizational competition. The competitive powers of healthcare institutions chiefly depend on quality of the manpower. The concept of competences is used to represent the quality of the manpower. Assessment of competencies therefore can bring about significant implications for healthcare management. This survey study aims to examine the relationships between the core competences of healthcare manpower, the team climate, and the innovation performance in a government-owned hospital. The objectives of this study are not only to establish the self-assessment tool of core competencies, but also to understand the possible implications among the core competencies, the team climate, and the innovation performance. A total of 138 workers returned valid questionnaires. The correlation analysis suggested that the core competencies and the team climate were significantly correlated with self-rated innovative performance. Path analysis revealed that the team climate of “task orientation” medicated the relationship between the core competence “service improvement” and innovation. The results can be applied to the human resources management of healthcare institutions. The development of competency framework, together with creation of a good team climate helps to improve innovation performance.
目 錄
指導教授推薦書……………………………………………………….
口試委員會審定書…………………………………………………….
授權書………………………………………………………….………iii
誌謝…………………………………………………………………….iv
中文摘要…………………………………………………………….…v
英文摘要………………………………………………………………vi
目錄……………………………………………………………………vii
圖表目錄…………………………………………………………….…ix
第一章 緒論……………………………………………..……………..1
第二章 文獻探討………………………………………………………5
第一節 創新績效………………………………………………….5
第二節 核心職能………………………………………………….7
第三節 組織創新氣候…………………………………………...14
第四節 結論……………………………………………………...17
第三章 研究設計與方法……………………………………………..19
第一節 理論架構………………………………………………...19
第二節 研究假說………………………………………………...19
第三節 研究對象………………………………………………...19
第四節 研究步驟………………………………………………...20
第五節 研究工具………………………………………………...20
第六節 資料蒐集………………………………………………...22
第七節 資料分析………………………………………………...22
第四章 研究結果與分析……………………………………………..25
第一節 描述性統計……………………………………………...25
第二節 相關分析………………………………………………...27
第三節 路徑分析………………………………………………...30
第五章 結論與建議…………………………………………………..35
第一節 研究結論與討論………………………………………...35
第二節 管理意涵………………………………………………...37
第三節 研究限制與研究建議…………………………………...39
參考文獻………………………………………………………………40
附錄 研究問卷……………………………………………………..50


圖 表 目 錄
表3-1 核心職能各構面Cronbach's α值…………………….…..…23
表3-2 核心職能各構面效度檢驗結果………….……….…………23
表4-1 回收樣本群體之描述性統計………………………..………26
表4-2 核心職能與創新績效相關係數矩陣………………………..28
表4-3 團隊氣候與創新績效相關係數矩陣…….………………….29
表4-4 核心職能對團隊氣候相關係數矩陣……….……………….30
圖4-1 路徑分析……………………………………….………
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