從嘉義基督教醫院人行天橋的歷程回顧，探討醫院如何在建築整體規劃的過程中兼顧機構需求與社會責任

A retrospective review of Chia-Yi Christian Hospital sky walk construction project: how to balance both the needs of hospital and social responsibility at planning phase

本文以嘉義基督教醫院人行天橋建構的歷程回顧，從各層面來探討醫院在新建建築時，如何與舊建築的連結作整體規劃，其過程中又如何兼顧機構需求與社會責任。經實際參訪研究國內外案例，在設計時考量：病患及民眾通行出入的便利性、安全性，橋上的通風性，行走的舒適性，晴雨天的遮蔽性；外觀表現現代科技之簡潔輕巧與美感，期待為城市景觀加分。此外，亦具體提出交通影響評估計畫，透過實際觀察動線人數及使用人數的推估，以了解現況之需求，原先預估白天約2,500人次進出，但實際使用後經統計，約有5,000人次左右利用天橋進出大樓，使用率高出許多。經啟用後，進行天橋使用感受的調查，整體評價平均為8.4分，民眾普遍肯定與滿意天橋所帶來的便利與價值，也符合原先天橋規劃設計時，期待其發揮的功能。人行天橋便利與安全的規劃設計，可增加民眾使用的意願，促進病人、民眾及醫護人員的安全；人行天橋的設計，注重城市景觀的搭配與道路環境的影響，功能的滿足能兼具美感，也承擔起醫院所扮演社會責任的角色，間接提升了醫院的形象價值。

In all walks of life, medical treatment is the most manpower-intensive industry. On account of the fact that employees in the medical service are involved in the maintenance of life and health, the requirements placed on medical manpower and the tacit understanding among teams in terms of cooperation are especially important. In recent years, under the circumstances of National Health Insurance and the Hospital Global Budget Payment System, the performance of the medical treatment industry is worse than ever before. In order to survive in such low-earning and unpredictable surroundings, hospitals are committed to broadening their sources of income and to reducing expenditure. The main purpose of this research is to discuss the following four points, a) work values; b) organizational commitment; c) whether health employees’ work values have an influence on organizational commitment under the current hospital business environment and conditions; d) different organizational commitments of health employees working in different fields and at different levels within hospitals. In this research, using the spot-check method, a total of 450 questionnaires were distributed among doctors, care workers, medical technical personnel (including examination, pharmacy and radiology) and medical treatment administrative personnel in medical centers, regional hospitals and community hospitals. A total of 361 reliable questionnaires were obtained and these were analyzed using descriptive statistics including Pearson Correlation, a T-Test, One-Way ANOVA & Scheffe’s test and a simple linear regression model. This was done in order to analyze the relationship between health employees’ work values and organizational commitment in the various medical fields. The recycling rate was 80.22%. The followings conclusions were reached: 1. Health employees’ work values have a significant impact on their commitment to the hospitals and organizations surveyed. Inner values and promotional values, in particular, have the most significant positive connection to organizational commitment.