查詢結果分析
相關文獻
- 護理人員職業倦怠與組織承諾相關之研究 : 以中部區域教學醫院為例
- 臨床護理人員之組織承諾、組織留任與專業留任的相關性研究
- 護理人員組織承諾、工作滿足與組織公民行為之研究
- 影響長期照護機構護理人員組織承諾因素之探討--以臺北縣市為例
- 長期照護人員職業倦怠與自覺健康之關聯性研究
- 醫護人員內部行銷、組織承諾、組織公民行為與知覺組織支持關係之研究
- 腫瘤護理人員之工作倦怠
- The Perceptions and Expectations toward the Social Responsibility of Hospitals and Organizational Commitment of Nursing Staff
- 臨床護理人員組織承諾與工作滿足感之相關性探討
- 醫療機構護理人員情緒智慧與職業倦怠關係之研究
頁籤選單縮合
| 題 名 | 護理人員職業倦怠與組織承諾相關之研究 : 以中部區域教學醫院為例=An Analysis of The Relationship between Job Burnout and Organizational Commitment Among Staff Nurses : A Case Study in a Regional Teaching Hospital in Central Taiwan |
|---|---|
| 作 者 | 莊蕙琿; 楊順富; | 書刊名 | 澄清醫護管理雜誌 |
| 卷 期 | 7:2 2011.04[民100.04] |
| 頁 次 | 頁51-60 |
| 分類號 | 419.91 |
| 關鍵詞 | 護理人員; 職業倦怠; 組織承諾; Staff nurses; Job burnout; Organizational commitment; |
| 語 文 | 中文(Chinese) |
| 中文摘要 | 目的:探討護理人員職業倦怠與組織承諾,並分析其間之相關性。 方法:研究採橫斷面相關調查,以中部某區域教學醫院護理人員為研究對象,採方便取樣發放398份問卷,回收有效問卷373份進行研究分析,使用自行編製之「護理人員職業倦怠與組織承諾調查」問卷進行資料收集。信度以 Cronbach’s α考驗,職業倦怠量表為 .89,組織承諾量表為 .91。 結果:護理人員整體職業倦怠平均分數為2.49分(滿分為4分),各層面中以情緒耗竭最為嚴重,其次為缺乏人情味、低成就感。年齡層越低者職業倦怠情形越趨嚴重,單身者顯著高於已婚者。整體組織承諾平均分數為2.49分 (滿分為4分),各層面中以努力意願最高、其次為留職意願、組織認同。年齡層越高其組織承諾越高,已婚者顯著高於單身者,服務年資16年以上者顯著高於2-5年的護理人員。職業倦怠與組織承諾兩者之間呈顯著負相關。 結論:建議醫療院所應有澸少職業倦怠、提升組織承諾之策略。 |
| 英文摘要 | Purpose : The aim of this study was to understand the relationship between job burnout and organizational commitment among staff nurses in Taiwan. Methods : For this cross-sectional study, we designed the “survey on job burnout and organizational commitment among staff nurses” questionnaire and distributed it to a convenience sample of 398 staff nurses at a regional teaching hospital in Central Taiwan. A total of 373 completed responses were collected for data analysis. Reliability analysis showed that the job burnout scale and the organizational commitment scale had Cronbach’s α of .89 and .91, respectively. Results : The staff nurses scored an average of 2.49 (out of 4) in overall job burnout with the worst scores for emotional exhaustion followed by impersonality and low achievement. Younger nurses suffered from more serious job burnout as did single persons. The average score in overall organizational commitment was 2.49 (out of 4) and the nurses scored highest in willingness to exert efforts, followed by willingness to stay in position and recognition within the organization. Older nurses had a stronger organizational commitment. Married persons scored significantly higher than did singles. Staff nurses who had served for 16 years or more showed a stronger organizational commitment than did those with 2-to-5-years of experience. There was a prominent negative relationship between job burnout and organizational commitment. Conclusion : We recommend that medical facilities adopt strategies to reduce job burnout and increase organizational commitment. |
本系統中英文摘要資訊取自各篇刊載內容。