照顧服務員情緒勞務、自我效能與組織承諾之相關研究-以北部某失智老人養護中心為例

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標題:	照顧服務員情緒勞務、自我效能與組織承諾之相關研究-以北部某失智老人養護中心為例 A case study on the relationship among emotional labor, self-efficacy and organizational commitment of care attendants in a long-term care center for the elderly 中文摘要照顧服務員是長照機構中最主要的人力資源，且因時代潮流變遷，照顧服務員已由單純的日常生活照顧者轉變成全方位的照顧者。照顧失智者，除日常生活照顧外，因失智長者經常伴隨一些精神行為症狀，情緒變化非顯而易見，所以增加照顧的難度，因此照顧服務員在工作中所承受的壓?及所造成的負面衝擊影響是?容忽視的。照顧服務員在照顧失智長者時，所遇到的失智者問題行為，是會造成工作壓力遽增，並影響其情緒勞務？自我效能的提升是可減輕工作壓力影響組織承?？這些議題都值得我們去關注，因此本研究旨在探討失智老人養護中心的照顧服務員其情緒勞務、自我效能與組織承?之間的關係。本研究經由文獻探討擬定研究架構與研究假設，並以北部某照顧失智老人養護中心的照顧服務員為對象，進行調查研究。研究於109年6月1日至109年6月7日間共發放31份問卷，回收31份有效問卷，有效問卷回收率為100%。問卷內容包含個人基本資料、勞務情緒量表、自我效能量表、組織承諾量表四大部分，並經過信效度檢測後，進行施測。回收後所得資料以 SPSS21.0版，以描述性統計、獨立t檢定、單因子變異數分析、皮爾森積差相關，進行統計分析。研究結果發現失智養護中心照顧服務員之情緒勞務在不同的排班方式有顯著的差異，固定一班者顯著高於三班輪班者。情緒勞務在其餘人口學變項則無顯著差異。自我效能與組織承諾在人口學變項均無顯著差異。相關分析結果顯示失智養護中心照顧服務員之情緒勞務、自我效能與組織承諾三者之間呈現顯著正相關。根據研究結果提出以下建議：1.提供抒解情緒的管道，支持員工並給予適時鼓勵；2.提供員工表達意見的管道，建立公平、公正的升遷制度；3.提供在職訓練與進修機會，以提升員工的自我效能；4.舉辦活動以增進同事友誼；5.建立工作職場文化及制度。期望研究結果與建議能改善照顧服務員情緒勞務問題，提升忠誠度與組織承諾，作為長照機構訓練及留任照顧服務員之參考。 Abstract Care attendants is the most important human resource in the long-term care institutions, and the role of care attendants have been changed from a simple daily life caregiver into an all-ranging caregiver. Emotional changes of Dementia are not obvious in addition to daily life care because the elderly Dementia often accompanied by some mental behavior symptoms. It increases the difficulty of care, so the negative impact of the pressure of caring for Dementia should not be ignored.It probably causes an increase in work stress and affects care attendants’ emotional affairs, when they have problems of Dementia caring. Improving self-efficacy probably can reduce work stress and affect organizational commitment. These issues should be investigated. The purpose of this study is to explore the relationship among emotional labor, self-efficacy and organizational commitment of care attendants in a long-term care center for the elderly.The research framework and hypothesis of this study were developed by literature review. All care attendants in a care center for the Dementia elderly were research objectives. Data was collected from 1st June to 7th June, 2020. 31 valid questionnaires were collected, with a overall rate of 100%. Contents of the questionnaire include demographic variables, labor emotional affair scale, self-efficacy scale, organization commitment scale, and have good validity and reliability. Data were collected and used software SPSS21.0 to carry out statistical analysis with descriptive statistics, independent t-test, one-way ANOVA analysis, and Pearson correlation. Results showed that there were significant differences in the emotional affair of care attendants in different working shifts, and that the fixed shift workers had significantly higher scores than that of the three shift workers. There was no significant difference of emotional affair in other demographic variables. There was no significant difference of self-efficacy and organizational commitment in demographic variables. The result indicated that there was a significant positive correlation among emotional affair, self-efficacy and organizational commitment. Based on the results of the study, the following recommendations are made: 1. Provide channels for expressing emotions to support care attendants and give timely encouragement;2. Provide channels for care attendants to express their opinions and establish a fair promotion system;3. Provide on-the-job training and further education opportunities to enhance Self-efficacy of care attendants;4. Organize activities to enhance friendship between colleagues;5. Establish a workplace culture and system. Hopefully, results and suggestions of this study can improve the emotional and labor problems of care attendant, and enhance loyalty and organizational commitment.?
作者:	陳錦紅
貢獻者:	醫務管理系林為森
關鍵字:	失智症情緒?務自我效能組織承諾 Dementia Emotional affairs Self-efficacy Organizational commitment
日期:	2020
上傳時間:	2022-10-21 10:34:38 (UTC+8)
關聯:	學年度：108， 92頁
顯示於類別:	[醫務管理系(所)] 博碩士論文

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