探討長期照護體系照顧服務員之工作壓力對工作績效與離職傾向之影響—以報償公平性知覺及工作價值觀為調節變項

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標題:	探討長期照護體系照顧服務員之工作壓力對工作績效與離職傾向之影響—以報償公平性知覺及工作價值觀為調節變項 Exploring the Impact of Job Stress in the Long-term Care-taking Caregiver on Job Performance and Turnover Intentions Adjusting Compensation and Work Values as Adjustment Variables 目的：人口結構高齡化，隨著醫療技術進步，國民平均壽命提高，長期照護成為滿足照顧老年人的另一種選擇。照顧服務員在長期照護體系中扮演重要角色，由於工作壓力增加會導致疲勞浮現，進而影響許多層面，是非常需要關心議題。因此本研究以探討長期照護照服員之工作壓力、工作績效和離職傾向之影響關係，並以報償公平知覺和工作價值觀為調節變項進行研究。方法：以橫斷式研究設計問卷並進行調查，問卷採匿名式及結構式收集資料，共發放135份，回收有效問卷為96份（71.11%），並以SPSS 21進行資料分析。結果：研究發現工作壓力對工作績效有負向顯著影響（R2=0.067）、工作壓力對離職傾向有正向顯著影響（R2=0.468）、工作價值觀會調節工作壓力對工作績效有正向顯著影響（R2=0.458）、工作價值觀會調節工作壓力對離職傾向無顯著性差異（R2=0.464）、報償公平性知覺會調節工作壓力對工作績效無顯著性差異（R2=0.104）、報償公平性知覺會調節工作壓力對離職傾向皆無顯著性差異（R2=0.507）。結論：當照服員工作壓力愈大，但若擁有濃厚的投入意願，工作負荷壓力感受也愈高，而在工作投入的程度愈高情況下，相對工作績效也會隨之提高；但也因為常常處於高壓狀態，可能會導致照服員嘗試找尋轉職機會，導致離職傾向會提升；若工作價值觀愈正面，表示員工願意承擔工作責任，愈能加深工作壓力對工作績效之影響。 Background: With the aging of the population structure, with the advancement of medical technology and the increase in the average life expectancy of the people, long-term care has become another option to meet the needs of the elderly. Due to the increase in work pressure, fatigue will emerge, which will affect many levels. It is very important to pay attention to issues.Objectives: ：This study aims to explore the relationship between long-term passport service, job pressure, job performance, and turnover intention, to compensate for fairness perception and working values are adjustment variables.Methods: The questionnaire was designed and investigated in a cross-sectional study. The questionnaire was collected anonymously and structurally. We issued 135 questionnaires, and received 96, effective response rate is 71.11%, and SPSS 12 was used for data analysis.Results: The results revealed that job stress on job performance (R2=0.067) negatively significant impact. Job stress on turnover intentions (R2=0.468) have a positive impact. Working values will be adjusted (R2=0.458) job stress on job performance. Working value (R2=0.464) adjustment work pressure has no significant difference in turnover trends. Compensation for fairness perception will regulate work pressure (R2=0.104) without significant difference in work performance. Compensation for fairness perception will regulate work pressure (R2=0.507) without significant difference in turnover intentions.
作者:	方俊玫
貢獻者:	醫務管理系吳世望
關鍵字:	照顧服務員工作壓力工作績效離職傾向工作價值觀報償公平性知覺 Caregiver Job stress Job performance Turnover intentions Working values Compensate for fairness perception
日期:	2020
上傳時間:	2022-10-21 10:35:00 (UTC+8)
關聯:	電子全文公開日期：2025-09-06 學年度：108， 89頁
顯示於類別:	[醫務管理系(所)] 博碩士論文

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