| 摘要: | 隨著醫療模式的轉變以及民眾需求增加，醫療產業必須跟著變革以提升品質。本研究探討加護病房護理人員的組織變革認知、工作壓力與工作滿意度之影響模式。
本研究以南部某醫學中心的14個加護病房護理單位，具護士或護理師執照者，臨床全職者，服務機構滿六個月以上，為研究對象。在107年5月發出240份問卷，共回收204 份問卷，回收率84.58%。採用因素分析、t檢定、ANOVA檢定、逐步複迴歸、多元迴歸分析，探討組織變革認知、工作壓力對工作滿意之關係。
研究結果發現發現組織變革認知和內、外在滿意之工作滿意呈現顯著正相關；組織變革認知和勝任工作壓力呈現顯著性負相關；勝任工作壓力和內、外在工作滿意呈現顯著性負相關；經由多元迴歸分析發現組織變革認知會正向影響內、外在滿意，工作壓力會負向影響內、外在滿意。
本研究結論組織變革認知會正向影響工作滿意，而工作壓力會負向影響工作滿意。故建議機構於執行變革前應充分溝通，使其了解變革的原因、過程及未來發展，來提升組織變革認知及成員間的關係進而提升照護品質。
As the medical model shifts and the needs of the public increase, the medical industry must follow the changes to improve quality. This study explored the impact of organizational change cognition, work stress and job satisfaction on nursing staff in intensive care units.
In this study, 14 intensive care unit nursing units in a medical center in the south, nurses or nurses license holders, clinical full-time staff, service agencies for more than six months, for research purposes. In May 2007, 240 questionnaires were issued and a total of 204 questionnaires were collected with a recovery rate of 84.58%. Factor analysis, T-test, ANOVA test, stepwise regression, and multiple regression analysis were used to explore the relationship between organizational change cognition and work stress satisfaction.
The results of the study found that there was a significant positive correlation between organizational change cognition and internal and external satisfaction satisfaction; organizational change cognition and competent work stress showed a significant negative correlation; competent work stress and internal and external work satisfaction showed a significant negative correlation; Through multiple regression analysis, it is found that organizational change cognition will positively affect internal and external satisfaction, and work stress will negatively affect internal and external satisfaction.
The conclusions of this study will positively affect job satisfaction, while work stress will negatively affect job satisfaction. Therefore, it is recommended that institutions should fully communicate before implementing changes to understand the causes, processes and future development of the changes, to enhance the understanding of organizational change and the relationship between members to enhance the quality of care. |
