人格特質對工作滿足與組織承諾之影響分析探討－－以中部某區域級醫院為例

Discussion on the Effects of Personality on Work Satisfaction and Organizational Commitment - with Example of a Regional Hospital in Central Taiwan

許多研究指出，不同人格特質的員工分別對於工作滿足或組織承諾皆有差異。然而究竟三者間之關係為何，在醫療產業並無太多相關研究。有鑑於此，本研究以中部某區域級醫院之全體員工為對象，採問卷調查法，人格特質部分採Type A Inventory量表；工作滿足以MSQ量表；並以QCQ量表衡量員工對於醫院組織承諾程度。來探討院內員工人格特質差異對工作滿足與組織承諾間之關係。研究結果發現：1.醫院員工為A型人格者對「整體工作滿足」與「整體組織承諾」較B型人格者具顯著正相關。2.工作滿足與組織承諾間各構面除了「成就感」與「離職意願」間無顯著差異外，其餘各構面皆存在顯著正相關。3.不同人口統計變項的員工，除了「性別」外，其餘「年齡」、「教育程度」、「服務年資」、「職位」、「職類」、「薪資待遇」皆與「整體工作滿足」與「整體組織承諾」間具顯著正相關。建議：醫院於招募新進人員時，可將「人格特質」列為評估項目之一，以甄選適合醫院特色之人員，未來亦可針對不同人格特質之現有員工予以輔導，以避免流失經訓練養成的專業人員。欲提高員工的組織承諾時，可採用高關懷高體恤之領導，以尊重員工的需求方式，增加員工的滿意度；當員工滿意度增加時，組織承諾亦隨之提昇。

A lot of literatures and related issues showed that employees of different personality traits have direct relationship with work satisfaction and organizational commitment respectively. However, there are rarely such studies about the relationship among three of them in medical industry. This research was to investigate the relationship among the employees’ personality, work satisfaction and organizational commitment by questionnaires. The data was sampled from the employees in a regional hospital in central Taiwan and was analyzed by using Type A Inventory scale in personality, MSQ scale to measure the work satisfaction, and QCQ scale to measure the levels of employees’ organizational commitment in the hospital. Major findings of this research can be summarized as follows: 1. Employees with Type A personality show more significantly positive correlation in “overall work satisfaction” and “overall organizational commitment” than employees with Type B personality. 2. Except for “sense of achievement” and “desire to quit”, the other dimensions between “work satisfaction” and “organizational commitment” have significantly positive correlation. 3. All variables of demographics except “gender” show significantly positive correlation with “overall work satisfaction and “overall organizational commitment”. Based upon the results, this research suggests hospitals should add “Employees’ personality” into the evaluation items when recruiting new employees. In the future, the hospital can provide the present employees with different personality’s guidance and counseling in order to reduce the flow rate of well-trained employees. Moreover, the administrators should adopt high-concern and high-empathy in leadership to enhance the organizational commitment of employees. Finally, the employees’ satisfaction can increase by meeting their demands with respect. The organizational commitment will increase when employees’ satisfaction is getting higher.