頁籤選單縮合
題名 | 高績效工作環境與照護提供者賦能、協作影響和留任之關係:跨層次分析=Relationship between High-performance Work Environment and Healthcare Providers' Empowerment, Collaborative Influence and Retention: Cross-level Analysis |
---|---|
作者姓名(中文) | 汪秀玲; 刁綺慧; 關皚麗; | 書刊名 | 醫務管理期刊 |
卷期 | 18:4 2017.12[民106.12] |
頁次 | 頁315-334 |
分類號 | 419.24 |
關鍵詞 | 高績效工作環境; 賦能; 留任; 照護品質; High-performance work environment; Empowerment; Retention; Quality of care; |
語文 | 中文(Chinese) |
中文摘要 | 目的:檢視醫院內不同專業群感受高績效工作環境(High-Performance Work Environment, HPWE)與照護過程及留任之關係。方法:2014年11月-12月以問卷調查某教學醫院第一線工作者,回收樣本421份(回覆率67.04%)。採用Weinberg等人HPWE量表(支持資源、溝通和資訊科技、績效獎勵、掌控工作),Spreitzer的心理賦能量表;協作影響意指影響照護決定的程度;留任測量包含工作滿意以及離職意圖;醫院提供離職率以及病人評價滿意資料。採用階層線性模型分析職系層次HPWE對個體層次依變項之影響。結果:樣本組合為護理師占47.27%、醫師8.08%、藥師8.08%、檢驗師6.89%、復健治療師5.70%等11職類。控制人口特徵後,員工感受支持性環境愈高,呈現較高的協作影響、賦能(coeff. = 0.193, 0.235, p< .05),在階層Logit模型中,支持資源增加一分,員工滿意工作的勝算比(OR=1.195, p<.05),未來六個月計劃離職的勝算比(OR=0.111, p= .062),感受資訊溝通、掌控工作增加一分,員工滿意工作的勝算比(OR=1.145, p= .061; OR=1.691, p< .01)。彙總的HPWE與協作影響、賦能和留任也有正向關係。HPWE與實際離職率、病人滿意度之間呈現微弱相關。結論:HPWE對員工、病人有潛在好處。 |
英文摘要 | Objectives: To examine the relationship between high-performance work environments (HPWEs), as perceived by multiple professional groups within the hospital, and care processes, retention and quality of care. Methods: Data were collected from health care providers at one acute teaching hospital in Taiwan between 2014/11/01 and 2014/12/31. 421 providers response (67.04% response rate). The HPWE measure developed by Weinberg and colleagues consists of four dimensions: support resources, communication and information technology, rewards for performance, and control over work. We measure empowerment using Spreitzer's Psychological Empowerment Scale. Retention measure contains job satisfaction and turnover intention. Hospital provided employees' turnover records and patients' satisfaction data. We conducted hierarchical linear modeling to demonstrate the relationship between occupation-level HPWEs and individual-level empowerment and retention. Results: Nurses are the largest provider respondent group, comprising 47.27 %, followed by physician (8.08%), pharmacists (8.08%), laboratory technician (6.89%), a total of 11 groups. HPWE is positively associated with empowerment, collaborative influence after controlling for providers' demographics. In the hierarchical logit models, a one-point increase in HPWE is associated with an odds ratio of 1.195 that providers will report being satisfied with their jobs and an odds ratio of 0.111 that they will plan to quit in the next 6 months. Conclusions: Our findings underscore the potential benefits of HPWE on employee and patient. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。