臺灣博碩士論文加值系統

本研究係以不同人口統計變項為對象，探討中高階主管的組織承諾與其醫院組織文化之關係，主要目的在(一) 瞭解不同宗教醫院中高階主管組織承諾及組織文化，並比較其異同。 (二)同時探討宗教醫院中高階主管的組織承諾及組織文化是否因個人特質不同而有所差異。(三)探討不同屬性宗教醫院組織文化與組織承諾的差異性。
本論文將研究醫院選擇天主教醫院(新店耕莘醫院、宜蘭聖母醫院);道教醫院(三峽恩主公醫院);基督教醫院(台北馬偕醫院、安息日會台安醫院);佛教醫院(慈濟醫療體系醫院)與沒有宗教支持的財團法人國泰醫院；台中清泉醫院等地區級以上醫院，共計有11家醫院進行協助調查，本研究主要採取問卷調查法，所有蒐集的有效問卷170份。分別以基本敘述統計、信效度分析、因素分析與典型相關分析等方法來進行實證並驗證本研究所提出之各項假設。主要發現為：整體而言，本研究整體理問卷設計配置符合可接受的適合度檢定水準，表示本研究的理論架構可獲得支持，故組織文化與組織承諾為解釋醫院中高階主管的承諾行為與宗教組織文化的影響關係確實存在著。
就樣本敘述性統計分析結果綜而言之回收的170份有效問卷中，在性別以女性主管稍微居多，教育程度以研究所以上之高學歷46.47%佔大多數，工作年資大部分在七年以上未滿十五年佔了49%，這項結果顯示中高階主管在職場服務年資較久，與年資三年以上七年以下合計佔所有填答者的86%，可見醫院的領導階層工作年資在三年以上至十五年以下為主。年齡層普遍集中在30-39歲之壯年佔了54%。另外與年齡40-49歲的填答者合計佔有效樣本數的86%，可見年齡在30-49歲的員工是，醫院中高階主管的主力。
經由人口變項分析對組織承諾的整體評價：組織承諾的相關主要分佈在情感的承諾與規範的承諾。工作年資對於組織承諾有顯著差異尤其是情感的承諾得分較高。對於年資少的中高階主管其對規範的承諾較為顯著，但年資深的員工對情感的承諾卻較為顥著，與實務觀察符合，對於工作場所待久了大家都習慣因此會有情感的使命感，較有高的忠誠度。另外個人宗教信仰與就職的宗教醫院並不具有相關系，其中以佛教醫院與道教醫院的員工，其宗教信仰發現並沒有一致性。
人口變項對組織文化整體評價：經由人口變項與組織文化關係總表發現天主教醫院與基督教醫院的中高階主管富有冒險進取精神、並常鼓勵員工思考、醫院積極從外界蒐集與顧客相關的資訊。基督教醫院與天主教醫院於組織文化的分佈上屬於創新行文化，佛教醫院則為官僚行文化積分較高。
研究結果發現：不同宗教醫院在組織文化與組織承諾表現上有顯著差異。支持型文化與官僚型文化的宗教醫院，其情感承諾較高並且有密切的相關性；官僚型文化與創新型文化的宗教醫院其組織承諾的情感規範較高；而支持型文化的宗教醫院，其在組織承諾持續規範方面之表現較差。因此，宗教醫院特質差異可能影響其組織承諾的持續性。

This research is based on the statistic analysis of different population groups to investigate the relationship between the middle-high level management organizational commitments and the hospital organizational cultures. The main objectives are as follows: 1) to understand the middle-high level management organizational commitments and organizational cultures in various religious hospitals, and to make comparisons; 2) to investigate if the middle-high level management organizational commitments and cultures in religious hospitals were differed in regard to individual specialties; 3) to study the differences of organizational cultures and commitments in various religious hospitals.
This thesis is based on the studies of Catholic hospitals (Hsin-tien Keng Hsin Hospital, I-lan St. Mary’s Hospital); Taoist hospitals (San-hsia En Chu Kung Hospital); Christian hospitals (Taipei Ma Chieh Hospital, Taiwan Adventist Hospital); Buddhist hospitals (Hospitals of the Tzu-Chi medical system) and the ones without religious background such as business corporate Kuo Tai Hospital and Taichung Ching Chuan Hospital. There were in total 11 hospitals participated in this investigation. This study was conducted by questionnaire survey. 170 feasible questionnaires were analyzed by methods such as basic statement statistic analysis, validity analysis, factor analysis and characteristic analysis in order to prove the hypotheses of this study. The main result shows that in general, the design of the questionnaire meets the acceptable investigation standard. Therefore, the theoretic structure of this study can be established; that is, organizational cultures and commitments can explain the behaviors of middle-high level hospital management, and the influences of religious organizational cultures do exist.
In the 170 feasible questionnaires according to statement statistic samples, the management is slightly more with female gender, mainly with educational level above graduated schools (46.47%), and mainly with working seniority between 7 to15 years (49%). The result shows that middle-high level management has longer working seniority. The majority (86%) of the hospital management has working seniority between 3 to 15 years. In regard to age groups, 54% is 30-39 of age, and in total of 86% is 30-49 of age, which is the major age group of hospital middle-high level management.
According to the population analysis of the general rating of organizational commitments, organizational commitments are mainly in regard to emotions and to standards. Significant differences of organizational commitments showed in different working seniority groups, especially the emotional organizational commitments. Management with less working seniority is more committed to standards, while with more working seniority is more committed to emotions. This result conforms to the realistic observations. People with longer stay in the working environment will have higher emotional commitments and loyalty. Furthermore, personal religious belief does not necessarily relate to the religions of hospital worked. Employees in the Buddhist and Taoist hospitals do not necessarily have the same religions.
According to the population analysis of the general rating of organizational cultures, the relationship graph of different populations and organizational cultures shows that the middle-high level management of Catholic and Christian is innovative and frequently encourages subordinates to think. The hospitals also aggressively collect external customer related information. Catholic and Christian hospitals have more innovative organizational cultures; while Buddhist hospitals have more bureaucratic cultures.
The result of our research shows significant differences in the organizational cultures and commitments of different religious hospitals. In the religious hospitals with supportive and bureaucratic cultures, the emotional commitment is higher and closely related to cultures. In hospitals with bureaucratic and innovative cultures, the commitment has higher persistency; while with supportive cultures, the persistency of commitment to standards is lower. Therefore, the different characteristics of religious hospitals possibly affect the persistency of their organizational commitments.

第一章 緒論 3
第一節 研究背景 3
第二節 研究動機 4
第三節 研究目的 5
第四節 研究流程 7
第二章 文獻探討 8
第一節 宗教醫院屬性分析 8
第二節 醫院中高階主管 11
第三節 組織承諾的定義 14
第四節 組織文化 19
第五節組織承諾與組織文化的關係 26
第三章 研究方法 27
第一節 研究設計與研究架構 27
第二節 研究假設 29
第三節 研究對象與資料的收集 31
第四節 研究操作工具/方法 32
第五節 研究問卷設計 33
第六節 研究對象及操作型定義 34
第七節 資料處理與分析 36
第四章 研究結果與分析討論 37
第一節 人口變項分析 37
第二節 組織承諾與組織文化的構面因素分析 44
第三節 人口變項對組織承諾與組織文化的整體評價 48
第五章 結論與建議 65
第一節 研究結論 65
第二節 研究建議 67
參考文獻 69
問 卷 71

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