專科護理師組織氣候、領導風格與工作滿意度關係之初探

背景：專科護理師（專師）的工作滿意度受到其執業環境的自主性及賦權程度影響，但目前缺乏對組織氣候和領導風格與專師工作滿意度之間關係的深入研究。
目的：本旨在探討組織氣候、主管領導風格與工作滿意度之間的關係，以期提升專師工作滿意度。
方法：橫斷式相關性研究設計，以滾雪球的方式招募共400位具專師資格者進行網路問卷調查，研究工具採用「執業組織氣候量表」、「領導風格量表」及「工作滿意度量表」結構式問卷。統計分析採獨立t檢定、one way ANOVA、Pearson’s correlation及多元線性迴歸分析。
結果：研究對象以女性為主，年齡主要介於31–50歲，整體的組織氣候及領導風格與工作滿意度有顯著正相關。「組織氣候」中僅有專業能見度與工作滿意度不顯著，轉換型領導、僕人領導、獨立作業及支援與管理部門關係對工作滿意度的整體解釋力高達72.4%。
結論／實務應用本研究顯示，組織氣候和領導風格對專師工作滿意度有顯著影響。透過塑造正向的組織氣候和加強轉換型領導及僕人領導風格的展現，可以顯著提升專師的工作滿意度。因此，建議醫療機構在管理專師時，應著重改善組織氣候，提供更多的自主性和支援，並加強主管的領導風格訓練，以提升專師的整體工作滿意度和留任意願。

Background: Job satisfaction in nurse practitioners is influenced by the level of autonomy and empowerment they perceive within their practice environment. Little in-depth research has been done to explore the relationship among organizational climate, leadership style, and job satisfaction in the context of nurse practitioners.
Purpose: This study was developed to explore the relationship among organizational climate, leadership style, and job satisfaction in nurse practitioners with the goal of enhancing their job satisfaction.
Methods: A cross-sectional correlational approach and snowball sampling method were employed to recruit 400 qualified nurse practitioners to complete an online survey. This survey was a structured questionnaire consisting of the Practice Organizational Climate Scale, Leadership Style Scale, and Job Satisfaction Scale. Statistical analyses used included the independent t test, one-way ANOVA, Pearson’s correlation, and multiple linear regression analysis.
Results: Most of the participants were 31 to 50 years old. A significant and positive correlation was identified among overall organizational climate, leadership style, and job satisfaction. In terms of organizational climate components, only professional visibility was not found to significantly correlate with job satisfaction. Transformational leadership, servant leadership, independent work, and relationships with support and management departments collectively explained nearly 72.4% of overall job satisfaction.
Conclusion/ Implications for Practice: The findings demonstrate job satisfaction in nurse practitioners to be significantly influenced by organizational climate and leadership style. Thus, fostering a positive organizational climate and enhancing transformational and servant leadership styles may be expected to improve job satisfaction in this group substantively. Therefore, it is recommended healthcare institutions focus on improving the organizational climate, providing more autonomy and support, and enhancing leadership training for supervisors with the goal of increasing overall job satisfaction and retention rates among nurse practitioners.