臺灣博碩士論文加值系統

本研究旨在探討衛生署北區聯盟醫院女性護理人員之工作要求、工作資源、工作倦怠、專業承諾與工作績效之關係，研究的方式首先參考國內外相關文獻，選擇並編修適合量測護理人員之「工作要求量表」、「工作資源量表」、「工作倦怠量表」、「專業承諾量表」與「工作績效量表」，據此作為蒐集實證資料的工具。以衛生署北區聯盟醫院女性護理人員為母群體，採隨機抽樣方式進行調查，共發560 份問卷，回收489 份問卷，回收率87% ，其中有效問卷432 份，有效樣本回收率77％。有效量表之資料應用敘述性統計、信效度分析、皮爾森相關分與結構方程模式分析等方法，以考驗研究之假設。
依據分析的結果，本研究共獲得六點之結論，分別為：
一、護理人員的工作要求對工作倦怠有直接正向的影響
二、護理人員的工作要求對專業承諾有直接負向的影響
三、護理人員的工作資源對工作倦怠有直接正向的影響
四、護理人員的工作資源對專業承諾有直接正向的影響，但不顯著
五、護理人員的工作倦怠對工作績效無直接負向的影響
六、護理人員的專業承諾對工作績效有直接正向的影響

This research tended to investigate the relationship between job demands,job resources and burnout,commitment,performance for the Department of Health north alliance female nursing personnel in the hospital. Five major inventories—job demands,job resources,job burnout,professional commitment and job performance,were constructed in this research.The data were collected from the female nurses in the department of health north alliance by using the five inventories mentioned previously.The questionnaire intvestigation method was utilized in this study.Through random sampling,560 questionnaires were drawn for conducting a field test.Totally,489 copies of questionnaire were received .Among these questionnaires,432 effective copies were generated .The research hypothesis was testified on these data by means of warieties of methods including Descriptive Analysis、Validity＆Reliability Analysis、Pearson correlation analysis and Structural Equation Modeling.
After analyzing the data of questionnaires,six conclusions can be drawn and listed as follows:
1. The case of nurses the job demands has the direct forward influence to the job
burnout
2. The case of nurses the job demands has not direct negative influence to the
professional commitment
3. The case of nurses the job resources has the direct forward influence to the job
burnout
4.The case of nurses the job resources has the direct forward influence to
professional commitment, but both are not remarkable
5.The case of nurses the job burnout not direct negative influence to job performance
6. The case of nurses professional commitment has the direct forward influence to job performance

誌 謝 II
中文摘要 III
ABSTRACT IV
目錄 V~VI
圖目錄 VII
表目錄 VIII
第一章 緒 論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 6
第四節 研究範圍與對象 6
第五節 研究流程 6
第二章 文獻探討 9
第一節 醫院屬性及醫院人力 9
第二節 工作要求－資源模式 14
第三節 工作倦怠 19
第四節 專業承諾 25
第五節 工作績效 33
第三章 研究方法 39
第一節 研究架構 39
第二節 研究假說 40
第三節 研究變數與操作性定義 43
第四節 問卷設計 47
第五節 資料蒐集方法 48
第六節 共同方法變異之處理 49
第七節 資料分析方法 50
第八節 問卷前測分析 51
第四章 資料分析 53
第一節 敘述性統計分析 53
第二節 共同方法變異檢測 58
第三節 整體結構方程模式分析 68
第五章 結論與建議 75
第一節 結論 75
第二節 管理意涵與建議 78
第三節 研究限制與後續研究建議 80
參考文獻 85
附錄一、正式問卷 99

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