組織氣候與工作投入關係之研究－－以某醫學中心暨委託經營管理醫院為例

A Study of the Relationship of the Organizational Climate and Job Involvement - Taking a Medical Center and Its Entrusted Hospitals as a Case

本研究主要目的在探討某醫學中心暨二家委託經營管理醫院之組織氣候及員工工作投入之程度，及比較不同個人屬性與醫院屬性之組織氣候與工作投入之差異，採橫斷式調查法、用多階段隨機抽樣方式，以某醫學中心暨委託經營管理的二家醫院員工為研究對象，進行結構式問卷調查，共發出問卷840份，回收730份，回收率為86.9%。研究結果發現：1.組織氣候總平均得分甲、乙、丙三家醫院，未達統計學上顯著差異，均介於仁慈權威與商討民主型的組織系統氣候。2.工作投入總平均得分甲、乙、丙三家醫院亦未達統計學上顯著差異，同屬中等之工作投入程度。3.不同年齡、性別、服務年資、服務部門之組織氣候知覺均達統計學上的顯著差異，而在婚姻狀況、教育程度除決策過程外，以及不同機構除激勵力量外則無顯著差異。4.教育程度、婚姻狀況兩項與工作投入中之「主動參與」與「認同工作重要性」二個構面均有統計學上顯著差異，年齡、服務年資對於「主動參與」的構面有顯著性差異，性別、服務部門、不同機構則均未達顯著差異。5.組織氣候與工作投入平均總得分之間的相關係數為r=.22，且達統計學上顯著性(p<.001)。由本研究結果可瞭解，組織氣候與工作投入確有相關，三家醫院的管理者仍有努力的空間，使員工在良好的工作氣氛中願意全心投入，創造更好的工作績效。

The purpose of this study is to discuss the organizational climate and the job involvement of a certain medical center and two hospitals run by trust, and to compare the difference between organizational climate and the job involvement caused by different personal and hospital attributes. A cross-sectional survey was taken using multi-stage random sampling. The targets of the survey were the personnel of a certain medical center and two hospitals run by trust. The structured questionnaire was made for the survey. Eight hundred and forty copies of the questionnaire were sent out with seven hundred and thirty copies returned. The response rate was 86.9%. The results of the study were as follows:1.The total average score of the organizational climate was: hospital A.B.C, not yet reaching a distinctive difference in statistics, but standing between the benevolent authoritative style of organizational climate and that of the consulting democratic one. 2.The total average score of the job involvement was: hospital A.B.C not reaching a distinctive difference in statistics, all in the medium-degree of job involvement. 3.The organizational climate in different age, gender, service seniority and service unit all reached a distinctive difference in statistics; while the marriage status and the educational degree, except for that of policy decision process and the phase of incentive power in different organizations, showed no distinctive differences. 4.The educational degree and the marriage status as well as two phases of job involvement??initiative participation?and ?confirming the importance of work? all showed a distinctive difference in statistics. Age and service seniority showed a distinctive difference in the phase of ?initiative participation? while gender, service unit and different organizations did not reach a distinctive difference in statistics at all. 5.The related coefficient of the total average score of the organizational climate and the job involvement was r= .22, and reached a distinctive difference in statistics (p< .001). From the results of this study, it can be understood that the correlation between organizational climate and job involvement exists. The managers of these three organizations still have the opportunity to create a much better organizational climate, and make people want to involve themselves completely in their job, and to contribute to a good working environment and have a much improved performance.