|病歷室人員組織承諾、工作滿意度對離職傾向之關聯性研究--以數家行政院衛生署醫院為例=The Correlations among Organizational Commitment, Job Satisfaction, Turnover Intention, etc. of Employees Working in a Medical Record Room: A Study Carried out at Several Hospitals Subordinate to DOH
|黃蜀雯; 葉德豐; 謝宗佑; Huang, Shu-wen; Yeh, Te-feng; Hsieh, Tsung-yu;
|組織承諾; 工作滿意度; 離職傾向; 公立醫院; 病歷室; Organizational commitment; Job satisfaction; Turnover intention; Public hospital; Health record room;
|Background: The subjects of work behaviour and work perception research of hospital employees are often limited to medical care personnel. While the hospital management system is getting more and more complicated, the hospital supervisors ought to pay more attention to the work perception and turnover intention of the hospital administrative staff as well.Objectives: This study aimed at exploring the organizational commitment, job satisfaction, turnover intention, and other associated factors of medical records room staff in public hospitals, as well as the correlations among those factors. The medical record room staffs of ten public hospitals were selected for the study.Methods: A structural questionnaire was formulated and used for a cross-sectional analysis. In addition to personal characteristics, Meyer and Allen's scales were adopt to measure organizational commitment, while the short form of Minnesota Satisfaction Questionnaire was adopted to measure job satisfaction, and the study of Mobley et al was adopt to gauge turnover intention. In this study, 243 of 402 questionnaires were the effective collected. The effective response rate was 60.45%.Results: According to the results of the multiple regression models, after controlling other variable, family support was the only variable that significantly associated with overall organizational commitment and its three dimensions. Age, educational level and family support were significantly associated with job satisfaction. As to turnover intention, the results showed age is negatively correlated; unmarried employees or employees with Health Care Management degree have stronger turnover intention than those married or employees without such degree. Moreover, stronger family support leads to weaker turnover intention. The same models of the three organizational commitment dimensions showed that affective commitment was the only one significantly negatively associated with turnover intention. The regression models also showed that both intrinsic and extrinsic satisfactions were significantly negatively associated with turnover intention; and only affective commitment was significantly negatively associated with turnover intention, when both organizational commitment and job satisfaction were taken into account.Conclusions: According the results, affective commitment was the most powerful predictor for turnover intention. That is, hospital administrative staff members will be retained and devoted to their works if they have established belonging and affection with their hospitals. The satisfaction with working environment was an important factor for the staff member to decide to stay or resign. Therefore, hospital supervisors must build positive working atmosphere and provide adequate incentives for the staff to create a good working environment. To retain highly educated staff members or those with Health Care Management degree, hospital administrators should offer diversified incentives to promote the staff member's sense of achievement and reduce his/her turnover intention.