精神專科醫療院所人力投入對服務績效影響之研究──以台灣地區七家公立精神專科醫療院所為例

The Impacts of Psychiatric Professionals Human Resource Inputs on Service Performance -The Experience of Seven Public Psychiatric Hospitals in Taiwan

目的：為了解精神專科醫療院所的人力投入與服務績效的關係，本研究以國內七家公立精神專科醫療院所為樣本探討目前國內精神專科醫療院所人力投入對服務績效之影響。方法：本研究蒐集國內七家公立精神專科醫療院所人力投入與服務績效資料，應用SPSS軟體於敘述統計、Pearson相關分析、K-Means集群分析、兩組平均數差t檢定等統計方法，探討人力投入與服務績效的關係。結果：專業人力結構與院所提供的服務項目無關但與服務量成正相關。正式與勞僱契約人員比例與服務項目無關但與服務量成正相關。人力成本投入也與服務項目無關但與服務量成正相關。結論：精神專科醫療院所之經營管理者，用人須具有較大的彈性以節省人力浪費與用人成本，在投入各種不同的人力時應要有縝密的計畫，善用及互相搭配正式人員與勞僱契約人員。前者具有專業知識及技能，後者則具有臨時、靈活，能機動彈性調度運用且勞動成本低。

Objective: This study is to understand the relationship between manpower commitment and service performance for Psychiatric Hospitals in Taiwan. The aims are to successfully explore the impacts of manpower commitment unto service performance for current domestic Psychiatric Hospitals. Methods: The manpower input and performance data is collected from seven public Psychiatric Hospitals. They are used to explore the relationship between manpower commitment and service performance. The analysis is carried out through applying SPSS software for Descriptive Statistics, Pearson Correlation Analysis, K-Means Cluster Analysis, and t-test for difference of two sample means. Results: The professional manpower structure, the ratio of full time/part time personnel, and the input of manpower cost are all positively correlated with the service amount. However, they aren't related to the service items. Conclusion: The management level at Psychiatric Hospitals should possess the concept of maximum flexibility in deploying manpower in hand, so that the immediate benefit would be avoidance of waste in manpower deployment and to lower the cost of manpower. Furthermore, management should also meticulously plan ahead and have a good and solid grasp of market demand and supply prior committing various manpower. Once committed, management should also focus on sustainable management and operation as the goal. This can be achieved by putting manpower currently available into proper use. In a nutshell, management should complement the professional knowledge and skills from full time employees with those of temporary employees under labor contract with provisional and flexible attributes.