護理創新對組織公民行為與員工生產力之影響

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標題:	護理創新對組織公民行為與員工生產力之影響 The Effect of Nursing Innovation on Organizational Citizenship Behavior and Employee's Productivity
作者:	林沛縈
貢獻者:	醫務管理系郭彥宏翁瑞宏
關鍵字:	員工生產力組織公民行為護理創新 Employee's Productivity Organizational Citizenship Behavior Nursing Innovation
日期:	2014
上傳時間:	2015-10-26 20:31:21 (UTC+8)
摘要:	背景與目的：有鑑於護理創新已成為目前醫療產業的重要發展趨勢，而組織公民行為與護理人員員工生產力亦為醫院管理者急欲提升的重點，本研究欲以國內護理人員為研究對象，瞭解護理創新對組織公民行為與員工生產力之影響。方法：本研究採用橫斷面研究設計，在樣本方面，以南部三家區域級醫院為樣本醫院，並以樣本醫院病房單位之護理人員及其直屬主管為研究對象。自102年1月至11月期間收案，先針對病房護理人員進行護理創新問卷調查，共發出371份，其中剔除無效問卷，有效問卷共349 份，問卷回收率94.07%，主管問卷共計發放349份有效問卷，配對後有效問卷回收率為100%。後續再應用描述性分析、驗證性因素分析、t-test、單因子變異數分析、Pearson相關、階層複迴歸分析，進行資料分析。結果：本研究結果顯示，護理創新最高為「知識創造力」及「創新行為」，組織公民行為最高為「保護醫院資源」構面，員工生產力最高題項為「該護理師很少請假」；醫院別方面B醫院在組織公民行為之認同醫院顯著高於C醫院、科別方面腸胃肝膽科在組織公民行為之協助同事顯著高於骨科、護理年資方面2至3年在組織公民行為之認同醫院顯著低於護理年資7年以上、曾參加過創新或創意相關訓練課程愈多者在組織公民行為之認同醫院程度愈低；創新行為愈高者在組織公民行為之協助同事程度愈低，創新擴散愈高在組織公民行為之協助同事程度愈高。結論：為有效提升護理創新對組織公民行為與員工生產力之影響，在護理人員方面，除應以病人為中心進行創新發展外，亦需有好的團隊組合，以提升護理人員主動加入護理創新團隊之意願，達到有效的團隊合作。在醫院或主管方面，可考量員工的工作負荷，增聘病房助理方式，逐步減輕護理人員負擔，並提供實質有效的支持與獎勵措施給護理人員，使護理人員得以有充分的心力、資源與支持進行創新發展。 Background and Objectives: Many nursing innovations have become standard in the medical industry and that is an important development trend. Organizational citizenship behavior and employee's productivity are enhanced by the focus of hospital managers. This study want to explore the effects of nursing innovations on organizational citizenship behavior (OCB) and employee's productivity among hospital nurses.Methods: The study was based on a cross-sectional design and selected staff nurses and their managers from three regional hospitals as samples in Taiwan. The case ran from January to November in 2013. First, we issued a total 371 questionnaires of nursing innovation to staff nurses, (of which we eliminated invalid questionnaires) and had 349 valid questionnaires which was a response rate of 94.07%. We also collected a total of 349 valid questionnaires from nurse managers, thus the valid resonse rate was 100% after pairing. Then we used confirmatory factor analysis, Student’s t-test, One-Way ANOVA, Pearson correlation and hierarchical multiple regression analysis to analyze the data.Results: The results of this research shows that the highest dimension of nursing innovations is known as "knowledge creation" and "innovative behavior." The highest dimension of OCB is known as " protecting hospital resources ", and the highest items of employee's productivity is "the nurse rarely ask for time off." The score of "identification with the company", one dimension of OCB, of B hospital is significantly higher than that of C Hospital . The score of "altruism toward colleagues" of Gastrointestinal and Hepatology division is significantly higher than that of Orthopedic division. In the aspect of nursing experience, nurses with 2-3 years have the significantly lower score than nurses with more than 7 years. Nurses that had participated in training programs related to innovation or creativity also have the lower degree of "identification with the company" than those that had not participated in these training programs. The higher the innovative behavior is, the lower the level of "altruism toward colleagues" is. Finally, the higher the level of innovation diffusion, the higher the level of "altruism toward colleagues" is.?Conclusions: We should effectively enhance the effects of nursing innovation on OCB and employee's productivity. With nurses, except for patient-centered innovation developments, we also need to have good team combinations and the strong willingness of joining team to achieve effective teamwork. In aspects to hospitals or nurse managers, we can consider the workload of each staff and thus recruit ward assistants as well as gradually reduce the burden on caregivers. In addition, hospitals can provide real effective support and establish incentive policy to encourage nurses improve innovation development.
關聯:	校內公開：2014-06-21;校外公開：2019-06-16 ，學年度：102，143頁
顯示於類別:	[醫務管理系(所)] 博碩士論文

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