某區域醫院從業人員工作壓力、工作滿意度與離職傾向－－以工作支持為調節變項

Job Stress, Job Satisfaction and Propensity to Leave: Moderating Effect of Support at Work-Taking one Regional Hospital Employee as an Example

目的：本研究在於探討醫院從業人員工作壓力、工作滿意度、工作支持與離職傾向之現況及相關性。方法：本研究採非實驗、橫斷面的量化研究，研究對象為已就職滿三個月醫院護理、醫技及行政人員。透過管理當局的協助發放783份問卷，共計回收431份問卷，其中有效問卷410份，無效問卷21份，有效回收率52.36%。結果：工作滿意和壓力來自工作因素、離職傾向分別呈顯著負相關；工作支持中的同事支持、主管支持分別和工作滿意呈現顯著正相關，但和離職傾向呈顯著負相關；離職傾向和壓力來自工作因素呈現正相關；工作支持對工作壓力或工作滿意與離職傾向之間不具調節效果；工作支持中的主管支持、工作滿意及工作壓力對離職傾向具有預測力。結論；醫院必須建立一個良好的支持環境，特別是主管的支持，輸入創新及社會變動的概念，讓不同專業人員都滿意工作是必要的過程。身為組織的管理者，需要知道時機掌握的重要性，留住人才，才是組織永續經營的不二法則。

Objectives. The purpose of this study was to explore job stress, job satisfaction and propensity to leave with moderating effect of support at work among employees at our hospital. Methods. This study used non-experimental, cross-sectional quantitative research. The subjects of this study was hospital employees working over three months. 783 questionnaires were administered. 410 out of the 431 questionnaires collected were complete, leaving us with a 52.36% effective rate. Results. Job satisfaction was negatively correlated with job stress from work and propensity to leave. Support at work was positively correlated with job satisfaction and negatively correlated with propensity to leave. job stress from work was positively correlated with propensity to leave. There were no moderating effect support at work on job stress or job satisfaction and propensity to leave. Supervisor support, job satisfaction and job stress are the most powerful predictors of intent to leave. Conclusion. Hospital authorities may want to understand the thoughts and attitudes of its employees and try to improve work environment and personnel relations. Furthermore, hospital authorities may consider efforts build fair and support environment to keep excellent employees on staff.