臺灣博碩士論文加值系統

近年來醫療產業的環境持續改變，導致業界對於護理人才的需求提升。但對醫院來說，想要有效影響護理人員之行為並增加工作效益，組織公民行為即為重要的指標之一：其能使組織更有效地分配財務及人力資源，對組織目標的達成有重要的影響。而且護理人員對於維持醫院的運作相當重要，同時對外也代表著醫院。如果能提升護理人員的組織公民行為，便能給醫院在管理上帶來許多好處。
相關研究明確指出，工作要求-資源模式對於員工的表現有著重要的影響。因此，本研究從人力資源的角度，探討醫院對護理人員所投入之工作資源的多寡，是否對員工的情感認同，以及組織公民行為有影響。
本研究的目的，旨在(1)探討醫院對護理人員投入的工作資源，是否會影響情感認同，(2)工作資源對於組織公民行為的影響，(3)情感認同與組織公民行為之間的關係，以及(4)工作資源的投入是否會透過情感認同的中介效果來影響組織公民行為的展現。關於工作資源，本研究選擇薪資福利、社會支持、成長發展等三層面進行討論，進而對應至護理人員的生存需求、關係需求及成長需求。
本研究以問卷調查作為資料收集的工具，以便利抽樣方式，針對台灣醫療產業之護理人員進行施測，共回收166份有效問卷。研究結果發現：

一、工作資源(薪資福利、社會支持、成長發展)愈充足豐盛，員工的情感認同程度愈好。
二、工作資源(薪資福利、社會支持、成長發展)愈充足豐盛，員工的組織公民表現愈好。
三、當員工的情感認同程度愈高時，員工較會展現組織公民行為。
四、情感認同於工作資源與組織公民行為間關係，具有中介效果。

The healthcare industry has recently undergone a dramatic change, which demands more healthcare services. The notion of Organizational Citizenship Behaviors (OCBs) is therefore an important indicator of to what extent hospitals can effectively manage healthcare workers, and so raise revenue. OCBs encompass the concept of facilitating more effective financial and human resource management of the organization, which greatly influences the achievement of organizational goals. Moreover, healthcare personnel are central to the operation of hospital services; meanwhile, they play an important role to reputation of hospitals. As such, if the level of OCBs is heightened, it is believed to bring advantages for hospital operation and management.
Previous studies also suggest that Job demand-resources (JD-R) model show great effect on employee performance. In the line, from the perspective of human resource management, the present study aims to explore whether the number of work resources from hospitals can cause any difference in affective identification and OCBs.
The purpose of the current study is to investigate (1) whether the availability of job resources for healthcare personnel ensured by hospitals can influence affective identification (2) whether the availability of job resources for healthcare personnel ensured by hospitals can affect OCBs, (3) also the interaction of affective identification with OCBs, and (4) whether the availability of job resources for healthcare personnel ensured by hospitals can affect OCBs through mediating effect of affective identification. In particular, the exploration of job resources is operationalized as employee well-being, social support, and professional development, which can later reflect upon the existence needs, relatedness needs, and growth needs (ERG) of the healthcare personnel.
A survey—questionnaire approach was employed as to the data collection. Followed by the convenience sampling method, the healthcare personnel in Taiwan were sampled and asked to respond to the given surveys. The total of 166 valid questionnaires was obtained.
The findings of the present study suggest:
A. The more job resources are ensured, the higher the level of employee affective identification can be.
B. The more job resources are, the higher the level of OCBs .
C. The higher the level of affective identification is, the easier OCBs can result.
D. The mediating effect of affective identification is confirmed in the relationship between job resources and OCBs.

目錄
摘要 iii
Abstract i
表目錄 vii
圖目錄 viii
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
第三節 研究流程 4
第二章 文獻探討 5
第一節 工作要求-資源模式 5
第二節 組織認同 17
第三節 組織公民行為 26
第四節 組織認同的中介效果 33
第三章 研究方法 36
第一節 研究架構與研究假設 36
第二節 研究變項定義與測量工具 38
第三節 研究樣本 45
第四節 研究樣本特性分析 46
第五節 資料處理與分析方法 48
第四章 研究結果 49
第一節 研究變項間之相關分析 49
第二節 主要效果之檢驗 52
第三節 中介效果之檢驗 57
五章 結論與建議 60
第一節 研究結論 60
第二節 學術與管理實務意涵 63
第三節 研究限制 65
第四節 後續發展 67
參考文獻 68
一、 中文部分 68
二、 英文部分 73

表目錄
表2-1-2工作資源的衡量構面 8
表2-2-1組織認同的定義 21
表2-3-1組織公民行為構面整理 28
表2-3-2西方與華人組織公民行為的建構比較 30
表3-2-1工作資源題項整理 38
表3-2-2情感認同之衡量題項 40
表3-2-3組織公民行為之衡量題項 41
表3-2-4信度分析表 43
表3-4-1樣本屬性分析表 46
表4-1-1 研究變項之相關分析 51
表4-2-1 工作資源對情感認同的預測效果 54
表4-2-2工作資源對認同公司的預測效果 56
表4-3-1 情感認同於工作資源與組織公民行為之中介效果 61
表5-1-1 假設驗證摘要表 62

圖目錄
圖 1-3-1研究流程圖 4
圖 2-1-1工作要求－資源模式資料架構圖 6
圖 2-2-1組織認同模型 23
圖 3-1-1研究架構圖 36

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