組織氣候與組織承諾相關性之研究

The Study of Organizational Climate and Organizational Commitment

組織內部問題的解決、意見的整合、共識的建立、願景的達成，需賴全 體人員齊心一志、戮力以赴，方能事竟其功。由於人員的情緒、價值觀、態 度和期望...等不盡相同，如何使其同心協力為共同願景而努力，乃係人力資 源管理極為重要的議題之一；藉由瞭解組織氣候並探討其對組織承諾的影響 之研究，正可提供醫院經營管理者釐訂政策之參考。 本研究係以中部某醫療機構全體員工為研究對象，進行問卷調查，而所 使用的組織氣候問卷乃採用許士軍教授（1 977 ）譯自哈佛大學Litwin and Stringer （1968） 的組織氣候量表，藉以量測及分析該醫療機構組織氣候之現 況；組織承諾問卷，係參照莊順天（1999 ）根據Mowday et al. （1982） 所發 展出來的OCQ （Organizational Commitment Questionnaire ）量表來街量。 研究結果顯示：該醫療機構工作人員在組織氣候之構面，以「結構」構 面平均值3.63 最高，而以「人情」構面平均值2.91 最低，組織承諾構面以「持 續性」承諾平均值3.74 最高。 人口統計變項對組織氣候的影響，在年齡方面對「責任、風險、支持、 人情、街突、認同」構面上有顯著性差異；在婚姻狀況方面對「責任、獎 酬、風險、支持、認同」構面上有顯著性差異；在服務年資方面對「結構、 責任、獎酬、風險、支持、人情、標準、街突、認同」構面上有顯著性差 異，其餘在性別、教育程度、工作屬性等變項對組織氣候各構面皆無顯著性 差異。 人口統計變項對組織承諾的影響，僅有服務年資對「情感性」承諾有顯 著性差異。 組織氣候各構面與組織承諾各構面，經皮爾森相關係數檢定皆呈現顯著 正相關。

In order to achieve goals of the organization, it is important for managers to understand and resolve conflicts among different sectors and to integrate opinions suggested by members of staff. Since there exist various perceptions, values and attitude for individual staff, how mangers could harmonize such differences would be crucial for any organization to develop sustainable. The aim of the study was to investigate the relationship between organizational climate and organizational commitment in order to provide insights for the managers. The study subjects were hospital staffs from one hospital located in central Taiwan. The questionnaire covered two parts: organizational climate and organizational commitment measurements. The former was referenced from the work by Litwin and Stringer (1968) and the later was locally modified from OCQ (Organizational Commitment Questionnaire) developed by Mowday and his associates (1982). The results showed that hospital staffs obtained the highest score at Structure dimension and the lowest at Warmth dimension in the organizational climate. Respondents scored the highest at Continuance commitment. Demographic attributes were also associated with both organizational climate and organizational commitment. Age was related to Responsibility Risk Support Warmth Conflict and Identity aspects of organizational climate. Different marital status was found to have different perception at Responsibility Reward Risk Support and Identity of organizational climate. The length of working experience was associated with some aspects such as Structure Responsibility Reward Risk Support Warmth Standard Conflict and Identity of organizational climate. When personal characteristics were correlated with orga- nizational commitment, it was found that only working years was significantly linked to Continuance commitment. The result also demonstrated that organizational climate and organizational commitment were positively related. Findings were discussed within the hospital contexts and suggestions were made for future research.