組織氣候與工作滿足感之實證研究－－以臺北某醫療機構為例

The Study on Organizational Climate and Job Satisfaction--Taking One Medical Organization in Taipei for Example

目的：暸解該醫療機構各工作屬性成員對組織氣候的知覺，以及探討組 織氣候對工作滿足成的影響。 方法：組織氣候量表採用許士軍教授（1972）譯自哈佛大學Litwin and Stringer（1968） 所設計之量表；工作滿足度的量表採用Smith ， Kendall & Hullin（1969）所發展出來的工作說明量表aob Descr iption Index, JDI） ，採問卷方 式，於90 年6 月1 日至10 日針對台北某醫療機構全體員工進行調查。總計發出 1125 份問卷，回收有效樣本383份，回收率為34.0% 。 結果：該醫療機構工作人員在「人情」及「標準」構面較高，在「獎酬」 及「衝突」構面較低；不同工作群體人員經Scheffe's 事後檢定，在「結構」 構面的平均值，護理人員高於醫療人員，在「獎酬」構面的平均值，醫療人 員高於醫技人員、醫療人員高於行政人員、護理人員高於行政人員、護理人 員高於醫技人員，在「人情」構面的平均值，醫技人員高於醫療人員，在 「標準」構面的平均值，醫療人員高於醫技人員；在工作滿足成構面中， [對工作同事」和「對工作主管」的滿足得分較高、「對薪資及昇遷」的滿足得 分較低；組織氣候各構面與工作滿足成各構面間皆呈現顯著正相關；在組織 氣候影響整體工作滿足成方面，在醫療工作群體人員為「結構、認同、人情」 構面、在護理工作群體人員為「獎酬、認同、支持、結構、人情」構面、在 醫事工作群體人員為「責任、人情」構面、在行政工作群體人員為「結構、 標準」構面。

Objective: To understand job attributes in a medical organization and how the staffs understand its organizational climate which effects job satisfaction. This research can be used by medical manager for future internal management strategies. Methods: Organizational Climate Index introduced by Harvard University s professors Litwin and Stringer, translated by Professor Shi-Jun Xu (1972). Survey of job satisfaction, using Smith, Kendall and Hullin (1969), develops the job description index (JDI). This study sampled staffs of a medical organization in Taipei. The questionnaire adopted Litwin and Stringer s organizational atmosphere test. Using the test, we measure and analyze the current situation of that medical organization. We also use it as a source of reference in making policies for organization as the basis of internal management policies. Results: The study shows that the staff in that organization got higher score in warmth and standard . They got lower score in reward and conflict . After examined by Scheffe s, nursing staff got higher average score than medical staff in structure aspect. In reward aspect, the conclusions are; medical staff got higher score than medical technicians and administrative staff, nursing staff got higher score than administrative staff and medical technicians. In warmth aspect, medical technicians got higher score than medical staff. In standard aspect, medical staff got higher score than medical technicians. In the job satisfaction aspect, workers and managers job satisfaction s score is in high score range. Salary and promotion s score is in lower score range. Therefore, organization is linked to job satisfaction in some levels. In organizational climate, all aspects are related. The medical personnel is in structure, in structure-identitywarmth level, the nurse-practitioner is in reward-identity-support-structurewarmth level, the medical worker is in responsibility-warmth level, and the administrative personnel is in structure-standard level. Conclusions: To increase the job satisfaction aspect by improving organization-climate, we suggest improving the policy of both salary and promotion for the medical personnel, the nurse-practitioner, and the administrative personnel by identifying and resolving the problems. To make clear regulations and the definite job responsibility for the medical personnel and the administrative personnel. To create more communications for all the medical workers that can express self-opinions. And to set up the objective of the jobs which encourages all employees to fulfill it.