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研究生:李怡盈
研究生(外文):LI, YI-YING
論文名稱:長期照護員不同社會支持來源與留任意願之中介研究:職業污名化的調節效果
論文名稱(外文):A Study of Mediating among Social Support from Different Sources and Intention to Stay on Long-term Care Staff : The Moderating Effect of Dirty Work
指導教授:高鳯霞高鳯霞引用關係
指導教授(外文):KAO, FENG-HSIA
口試委員:林姿葶周婉茹
口試委員(外文):LIN, TZU-TINGCHOU, WAN-JU
口試日期:2019-07-09
學位類別:碩士
校院名稱:國立臺北護理健康大學
系所名稱:健康事業管理研究所
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:2019
畢業學年度:107
語文別:中文
論文頁數:81
中文關鍵詞:社會支持留任意願組織忠誠職場友誼工作敬業職業污名化
外文關鍵詞:social supportintention to stayorganizational loyaltyworkplace friendshipjob engagementdirty work
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台灣於2018年正式步入高齡社會,預計至2025年,老年人口可能超過20%,進入超高齡社會,各大院所與機構發現照護人力不足是高齡社會最大的窘境之一,長照工作者留任意願議題持續受到組織行為研究學者的高度關注。本研究目的為探討主管支持、同事支持、住民支持與留任意願之關係。進而探討組織忠誠、職場友誼、工作敬業在不同社會支持來源與留任意願間是否為重要的中介因子。再者,瞭解現今長照機構員職業污名化的程度。進而探討職業污名化在組織忠誠、職場友誼、工作敬業與留任意願之間是否具有調節效果。方法則是採時間隔離法進行問卷施測。回收有效樣本為217份,有效回收率為93%。研究結果發現主管支持、同事支持、住民支持與留任意願呈現正相關;職場友誼在同事支持與留任意願間,具有中介效果;工作敬業在主管支持、住民支持與留任意願間,具有中介效果;職業污名化在組織忠誠、職場友誼、工作敬業與留任意願之間,皆不具調節結果。總體而言,本研究釐清不同社會支持來源與留任意願的關係,並驗證不同社會支持來源會透過不同心理機制影響留任意願,且彰顯職業污名化對於路徑的必要性與重要性,提供組織行為與未來相關研究的參考實證。


關鍵詞:社會支持、留任意願、組織忠誠、職場友誼、工作敬業、職業污名化

Taiwan entered the aged society in 2018. Most nursing homes and institutions found that the lack of care and human resources is one of the biggest dilemmas of the aged society. The purpose of this study is to explore the relationship between supervisor support, colleague support, resident support, and intention to stay. Then explore whether organizational loyalty, workplace friendship, and job engagement are important mediators in different sources of social support and intention to stay. Furthermore, understand the extent of dirty work on the long-term care staffs. And to explore whether dirty work has a moderating effect between organizational loyalty, workplace friendship, job engagement and intention to stay. The method is to use the time isolation method to collect 217 valid samples. The results of the study found that the supervisor support, colleague support, resident support are positively related with intention to stay. The workplace friendship has mediating effect in the colleague support and intention to stay. The job engagement has mediating effect in the supervisor support, resident support and intention to stay. Dirty work has no moderating effect between organizational loyalty, workplace friendship, job engagemen and intention to stay. This study provides reference evidence for organizational behavior and future related research.

keywork: social support, intention to stay, organizational loyalty, workplace friendship, job engagement, dirty work

摘要 iii
Abstract iv
目錄 v
表目錄 vii
圖目錄 viii
第一章 緒論 1
第一節 研究動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 社會支持的回顧 4
第二節 留任意願的回顧 9
第三節 組織忠誠的回顧 11
第四節 職場友誼的回顧 14
第五節 工作敬業的回顧 16
第六節 職業污名化的回顧 18
第七節 假設推導 20
第三章 研究方法 26
第一節 研究架構 26
第二節 研究變項之衡量工具 27
第四章 研究結果 37
第一節 驗證性因素分析與信度分析 37
第二節 描述性統計 38
第三節 相關分析 40
第四節 多元迴歸分析 42
第五節 中介效果驗證 43
第六節 調節效果驗證 45
第五章 討論與建議 47
第一節 研究假設檢定結果 47
第二節 研究綜合討論 48
第三節 研究貢獻 51
第四節 研究限制與未來研究方向 54
參考文獻 56
中文文獻 56
英文文獻 62
附錄一 正式問卷(前測) 76
附錄二 正式問卷(後測) 79


表目錄

表一、社會支持來源相關研究 7
表二、社會支持之題項 27
表三、留任意願之題項 28
表四、組織忠誠之題項 29
表五、職場友誼之題項 30
表六、工作敬業之題項 30
表七、職業污名化之題項 31
表八、配適度指標 37
表九、信度分析 38
表十、人口學變項 39
表十一、相關分析 41
表十二、多元迴歸分析 42
表十三、SPSS PROCESS模型14之中介效果 44
表十四、調節效果 46
表十五、研究假設檢定結果 47


圖目錄

圖一、研究架構圖 26
圖二、PROCESS模型14 36

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