查詢結果分析
相關文獻
- 復健相關治療人員之核心職能研究--以南部地區一家醫療集團所屬的三家醫院為例
- 醫院護理人員核心職能契合度指標預測考績之分析
- 企業策略類型與人力資源管理作業關聯之研究--以臺灣存款貨幣機構為例
- 新進員工資訊蒐尋行為及組織社會化程度之關聯性研究--以壽險業為例
- 影響人力資源資訊系統成功因素之實証探討:五大產業為例
- 由跨文化觀點探討外籍勞工人力資源管理與績效關係之研究
- 以認知學習觀點探討新進人員之組織社會化歷程及相關結果
- 人力資源管理的觀念與展望--專訪致伸實業股份有限公司人力資源處資深副總經理姚燕洪先生
- 人力資源管理的新議題--專訪密西根大學人力資源管理教授亞太區管理學院執行主任楊國安博士
- 大陸臺商人力資源管理優勢化策略探討
頁籤選單縮合
| 題 名 | 復健相關治療人員之核心職能研究--以南部地區一家醫療集團所屬的三家醫院為例=Investigating the Core Competencies for Rehabilitation-related Therapists in Three Hospitals Belonging to a Medical Association in Southern Taiwan |
|---|---|
| 作 者 | 胡慶文; 袁國書; 蘇炯睿; 周偉倪; | 書刊名 | 臺灣復健醫學雜誌 |
| 卷 期 | 41:4 2013.12[民102.12] |
| 頁 次 | 頁203-213 |
| 分類號 | 419.56 |
| 關鍵詞 | 復健相關治療人員; 人力資源管理; 工作職能; Rehabilitation-related therapist; Human resource management; Job competency; |
| 語 文 | 中文(Chinese) |
| 中文摘要 | 目的:本研究試圖探討復健相關治療人員的核心職能,並將該職能特質應用在醫療機構的人力資源管理上,包含招募、甄選、配置、發展與晉升等。方法:本研究運用1111人力銀行測驗評量中心的「九大職能星」測評工具,對南部地區一家醫療集團所屬的三家醫院共113位復健相關治療人員(包含67位物理治療師、34位職能治療師與12位語言治療師)進行核心職能的調查,並以Pearson相關係數與T檢定進行分析,探討復健相關治療人員的核心職能與人口統計變數之關係,以及其核心職能組合的應用。結果:T檢定結果顯示,復健相關治療人員的核心職能為「團隊精神」、「執行能力」、「抗壓能力」、「正向樂觀」與「顧客關係」。物理治療師的核心職能為「正向樂觀」與「顧客關係」;職能治療師的核心職能為「團隊精神」、「執行能力」與「顧客關係」;語言治療師則在「執行能力」、「正向樂觀」與「抗壓能力」較高。復健相關治療人員的主管職能則為「成就動機」、「工作控管」與「團隊精神」。結論:本研究發現復健相關治療人員的核心職能組合為「團隊精神」、「執行能力」、「抗壓能力」、「正向樂觀」與「顧客關係」,而不同職類的治療人員具有其專屬的核心職能組合,這些職能組合有助於復健相關治療人員的人力資源管理的招募、甄選與發展。主管職能組合則有助於治療人員應用在未來晉升的培養與訓練。 |
| 英文摘要 | Objectives: Few studies have focused on job competency among medical-technical staff in hospitals. This study investigated the core competencies for a professional job among rehabilitation-related therapists, and examined how these competencies are applied to human resource management in hospitals, including recruitment, selection, placement, development, and promotion. Methods: A total of 113 rehabilitation-related therapists (comprising 67 physical therapists, 34 occupational therapists, and 12 speech therapists) from 3 hospitals belonging to a medical association in Southern Taiwan participated in the study. A test of competency using the "Nine Competencies Star" system developed by 1111 Job Bank was administered to the participants. The Pearson correlation coefficient and a t test were used to examine the relationships between core competencies and demographic variables, as well as to identify the variations between rehabilitation-related therapists and the workforce population for all 15 competence dimensions. Results: The results of the t test indicated that the combination of core competencies for rehabilitation-related therapists was "team cohesion," "executive ability," "stress resistance," "optimism," and "customer relationship." The combination of core competencies was "executive ability," "optimism," and "customer relationship" for physical therapists, and "team cohesion," "executive ability," and "customer relationship" for occupational therapists. Speech therapists scored high on "executive ability," "optimism," and "team cohesion." The supervisors’ competencies were "job control," "team cohesion," and "executive ability." Conclusion: The study determined that the combination of core competencies among rehabilitation-related therapists was "team cohesion," "executive ability," "stress resistance," "optimism," and "customer relationship." Each of these combinations was specific to physical therapists, occupational therapists, and speech therapists. Moreover, in human resource management, the combinations of core competencies were beneficial to recruit, select, and develop rehabilitation-related therapists. The combination of supervisors’ competencies could be applied to promoting and training rehabilitation-related therapists. |
本系統中英文摘要資訊取自各篇刊載內容。