人力資源管理措施對醫院績效之影響

The Influence of Human Resource Management Measures on Hospital Performance

目的：健保總額制度的實施，醫院經營面臨極大挑戰，如何實施有效的人力資源 管理措施，並將其反應到組織績效，是當前醫院面臨的重要課題之一。本研究旨在探 討台灣醫院各項人力資源管理措施的實施現況，並進而探討人力資源管理措施對組織 績效的關係及影響效果。 方法：本研究以衛生署登記之醫院家數為母群體，依分佈區域抽取十分之一， 共49家醫院為研究對象，每家醫院發放20份問卷，有效回收問卷為631份，回收率為 64.4%。自變項為人力資源管理措施，包含招募甄選、訓練發展及勞資關係三構面；依 變項為組織績效，包含組織目標、工作績效及品質績效。資料分析方法採用描述性統 計分析、獨立樣本T檢定、單因子變異數分析、相關分析及迴歸分析來探討人力資源管 理措施實施現況及對組織績效之相關性與影響程度。 結果：一、人力資源管理措施各構面的認知程度，依序為：訓練發展（3.78）、 勞資關係（3.70）、招募甄選（3.64）。 二、人口統計變項中的年齡、現職年資、學歷、職稱、工作屬性、醫院層級對人 力資源管理措施的認知上具有顯著差異。 三、人口統計變項中的性別、年齡、現職年資、學歷、職稱、工作屬性、醫院層 級對組織績效上具有顯著差異。 四、人力資源管理措施之招募甄選、訓練發展及勞資關係三個構面與組織績效之 組織目標、工作績效及品質績效三個構面有顯著正相關。五、人力資源管理措施之招募甄選、訓練發展及勞資關係三個構面對組織績效有 顯著正向影響力，其b係數分別為0.467、0.481及0.279。 結論：從研究分析發現：招募甄選、訓練發展、勞資關係與組織目標、工作績 效、品質績效三構面皆有顯著影響程度。醫院應設計良好的招募甄選制度，能辨別應 徵者的優劣程度，選擇主動積極、負責任及具有創新精神的員工，並配置在適當位置 使其發揮效能，達到人盡其才的目標；透過訓練發展，以增強員工的專業知識與技 能，並使員工獲得發展機會以達到激勵效果；同時，醫院若能提供員工一個正式的申 訴管道，讓員工能反映他們所關心的議題，醫院並針對問題給予適當的回應，經由雙 向交流以激勵員工的工作意願及向心力，將能有效達成組織績效。

Objective: Under the implementation of global budget payment system, hospital operations face a significant challenge; therefore, how to execute effective human resource management measures to influence organization performance eventually is one of the most important issues faced by hospitals currently. The objective of this study is to explore Taiwan hospitals’ current situations of implementing each human resource management measure, and to explore the relevance and impact between human resource management measures and organization performance further. According to the quantity of hospitals registered in Department of Health in Taiwan as a population, we took onetenth of total by distributive regions, which is 49 hospitals in total, as study objects, and issued 20 questionnaires for each. There were 631 valid copies of questionnaires retrieved, so the rate of retrieval of valid questionnaires was 64.4%. Method: The Independent variables of this study are human resource management measures, including three dimensions: Recruiting and Selection, Training Development and Labor-Capital Relations; the dependent variables are organization performance, such as organizational goals, working performance and quality performance. This study chooses descriptive statistical analysis, T-test for independent samples, one-way ANOVA, correlation analysis and regression analysis to analyze the data to explore the current situation of implementing human resource management measures and the influence on organization performance. Results: 1. The degree of cognition of each dimension of Human resource management measures in order is: Training Development, Labor-Capital Relations and Recruiting and Selection. have an obvious difference of cognition degree toward human resource management measures. 3. Demographic variables of gender, age, current position seniority, education, job title, job attributes and hospital-level have an obvious different from the organization performance. 4. The three dimensions of human resource management measures: Recruiting and Selection, Training Development and Labor-Capital Relations have positive correlation with the three dimensions of organization performance: Organizational goals, working performance and quality performance. 5. The three dimensions of human resource management measures: Recruiting and Selection, Training Development and Labor-Capital Relations have significant and positive influences on organization performance: Organizational goals, working performance and Quality performance. Conclusion: This research shows that training, recruitment, and labor-capital relations have obvious influences on organization performance: organizational goal, work performance and three aspects of quality performance. The stimulation effects can be achieved through training because staffs can enhance their professional knowledge and skills and increase their chances of development in this organization. Hospital should plan a fine recruitment system in order to distinguish the interviewees’ abilities, select active, responsible and creative staffs and place them into suitable positions to elaborate their abilities fully. In the meantime, if hospital can offer official channels for staffs to reflect the issues that they care about and get an appropriate responses from hospital, it can stimulate staffs’ working willingness, and eventually, the organization performance can be achieved effectively.