人力資源彈性運用對護理人員工作滿意及組織承諾之影響

人力資源彈性運用對護理人員工作滿意及組織承諾之影響

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本研究的自變項為人力資源彈性策略，應變項則為工作滿意度及組織承諾，並 將護理人員的個人特質列為控制變項。研究結果顯示： (1) 人力資源彈性策略 中職能彈性策略、薪資彈性策略及數量彈性策略的運用，與護理人員的工作滿 意度及組織承諾呈正相關性。 (2) 護理人員的年齡、工作年資及在院年資與內 在滿意度及情感性承諾、規範性承諾呈正相關性。 (3) 職能彈性策略、薪資彈 性策略及數量彈性策略的運用對護理人員的工作滿意度有顯影響力。 (4) 薪資 彈性策略對護理人員的組織承諾有顯著的影響力。 (5) 護理人員之職務與工作 年資對其工作滿意度有顯著性的差異。 (6) 護理人員之年齡、在院年資、僱用 別、醫院權屬別及職務對護理人員的組織承諾有顯著性的差異。綜而言之，實 證結果顯示，人力資源彈性策略運用及護理人員的個人特質對其工作滿意度及 組織承諾有顯著性的影響力。本研究之研究結果，應可提供醫院管理者在規劃 人力資源管理策略時之參考。

關鍵詞：人力資源彈性策略、工作滿意度、組織承諾。

Impacts of Manpower Flexibility Strategy on Job Satisfaction and Organizational Commitment of Nurses

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Due to a very competitive healthcare market, it’s important to leverage a strategy for hospital administratio n. However, the key point of enforcement process counts on the hostipal crew members’ job satisfaction, a nd organizational commitment. The purpose of this research is to explore the impact of manpower flexibilit y strategy on job satisfaction and organizational commitment of nurses who work in domestic hospital utili zing manpower flexibility. Study sample is based on clinic 300 nurses from Hsin-Chu Sien/City four hospit als and who work over one year. A total of 252 structured questionnaires were returned, with an overall res ponse rate of 84%.

The independent variable of this research is manpower flexibility strategy and the dependent variable is job satisfaction and organizational commitment. Moreover, the control variable is the personal characteristics o f nurses. The study shows (1) the proportional relationship between the leverage of job flexibility strategy, salary flexibility strategy and quantity flexibility strategy and job satisfaction, organizational commitment of nurses. (2) the proportional relationship between nurses age, overall working years, current job working years and internasatisfaction, affective and normative commitment. (3) the remarkable impact of job flexibi lity strategy, salary flexibility strategy and quantity flexibility strategy on job satisfaction of nurses. (4) the obvious effects of salary flexibility strategy on organizational commitment of nurses. (5) a substantial diffe rence of job satisfaction for different nurses’ title and working experiences. (6) a substantial difference of o rganizational commitment for different nurses’ age, current job working years, full/part time, title and resp onsibilities. To sum up, the results reflect manpower flexibility strategy and personal characteristics have a substantial influence on job satisfaction and organizational commitment. The results of this research may p rovide a reference for hospital administrator while he/she manages manpower management strategy.

Key words ： Manpower flexibility strategy, Job satisfaction, Organizational commitment.