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研究生:吳妗玫
研究生(外文):WU, CHIN-MEI
論文名稱:探討醫院行政管理人員工作壓力與工作倦怠的相關性–以工作控制為調節變項
論文名稱(外文):The relationship between work stress and job burnout among hospital administrators: the moderating role of job control
指導教授:李佳綺李佳綺引用關係
指導教授(外文):Lee, Chia-Chi
口試委員:李妙純張育嘉
口試委員(外文):LI, MIAO-CHUNChang, Yu-Chia
口試日期:2022-07-04
學位類別:碩士
校院名稱:中國醫藥大學
系所名稱:醫務管理學系碩士班
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:2022
畢業學年度:110
語文別:中文
論文頁數:90
中文關鍵詞:醫院行政人員工作壓力工作倦怠工作控制
相關次數:
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目的:醫院員工面臨長期工作負荷與壓力造成疲勞的現象,工作倦怠已成為醫療體系的主要問題之一。然而目前研究重點多半集中醫師或護理人員。故本研究欲探討醫院行政管理人員工作壓力對工作倦怠之影響,並檢視工作控制是否會調節其相關性。

方法:本研究採用橫斷性設計,普查中部某區域教學醫院行政部門人員,排除到職未滿三個月的員工及外包人員,使用結構式自填問卷,發放時間為2021年1月,共回收269份,回收率達九成。資料分析採用SPSS統計軟體進行多元線性迴歸,檢視工作壓力四構面(工作負荷、技術低度使用、角色衝突與角色模糊)與工作倦怠四構面(個人疲勞、工作疲勞、對服務對象疲勞與工作投入)的相關性,以及探討工作控制的調節效果。

結果:醫院行政人員的工作負荷(B=0.190、p<0.001)與工作控制(B=0.077、p=0.001)程度越高,越容易有較多工作投入的情形。工作控制對角色衝突與工作投入的相關性存在顯著的調節效果(B=-0.012、p=0.035),高工作控制者角色衝突與工作投入存在負相關,而低工作控制者角色衝突與工作投入存在正相關。再者,有較高工作負荷者容易有較大的個人疲勞、工作疲勞與對服務對象疲勞的工作倦怠;有較高技術低度使用或角色衝突者容易有較大的個人疲勞與工作疲勞的工作倦怠;有較高角色模糊者容易有較大的工作疲勞與對服務對象疲勞的工作倦怠;有較低工作控制者容易有較大的服務對象疲勞;但是工作控制不存在調節效果。

結論:醫院行政人員的工作壓力增加,容易導致工作倦怠的發生,而工作控制可調節角色衝突對工作投入的負向影響。

Objectives : Hospital administrators face burnout caused by long-term workload and stress, and it has become one of the major problems in the healthcare system. However, most current research focuses on physicians or nurses. Therefore, this study aims to investigate the relationship between work stress and job burnout among hospital administrators, and to examine whether job control moderates the correlation.

Methods : The cross-sectional research method was conducted. Administrators staff in a teaching hospital in the central region of Taiwan were enrolled, excluding staff who have been employed for less than three months and outsourced personnel. The questionnaires were issued in January 2021, and total of 269 questionnaires were recovered with a recovery rate of 90%. Data analysis uses SPSS statistical software to perform multiple linear regression, examines the correlation between the four dimensions of work stress (workload, utilization of skills, role conflict and role ambiguity) and the four dimensions of job burnout (personal burnout, work-related burnout, client-related burnout and over-commitment), and to explore the moderating effects of job control.

Results : Hospital administrators who have more workload (B=0.190, p<0.001) and job control (B=0.077, p=0.001) are likely to have over-commitment. Job control has a significant moderating effect on the relationship between role conflict and over-commitment (B=-0.012, p=0.035), there is a negative correlation between role conflict and over-commitment in high job control group, while there is a positive correlation between role conflict and over-commitment in low job control group. Furthermore, those with higher workload are more likely to have greater personal burnout, work-related burnout, and client-related burnout, those with higher utilization of skills or role conflict are more likely to have greater personal burnout, and work-related burnout, those with higher role ambiguity are more likely to have greater work-related burnout and client-related burnout, those with lower job control are more likely to have greater client-related burnout, but there are no moderating effects of job control.

Conclusions : The increased work stress of hospital administrators can easily lead to job burnout, and job control can moderate the negative impact of role conflict on work engagement.

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第二章 文獻探討 4
第一節 醫院管理人員的工作倦怠現況 4
第二節 工作壓力與工作倦怠的關係 8
第三節 工作控制對工作壓力及工作倦怠之相關性的調節效果 11
第四節 其他影響工作倦怠的因素 14
第五節 文獻小結 17
第三章 研究設計與方法 18
第一節 研究架構 18
第二節 研究對象與資料來源 19
第三節 研究工具 19
第四節 研究變項操作型定義 20
第五節 分析方法 27
第四章 研究結果 28
第一節 研究對象個人基本特質描述性統計 28
第二節 工作倦怠各構面之雙變項分析 32
第三節 工作倦怠各構面之多元線性迴歸分析 39
第五章 討論 69
第一節 工作壓力及工作控制對工作倦怠之影響 69
第二節 個人基本特質對工作倦怠之影響 72
第六章 結論與建議 75
第一節 結論 75
第二節 建議 76
第三節 研究限制 77
參考文獻 78
一、中文文獻 78
二、英文文獻 79
附錄
附錄一 研究問卷 83


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