護理人員激勵與工作投入相關性之探討
A study of the relationship of motivation and job involvement
中文摘要
本研究之目的是探討護理人員對激勵因素的實際感受與工作投入之相 關性, 同時瞭解護理人員對激勵因素需求的分佈. 本研究採橫斷面調查研 究方法, 調查對象是在臺北市區域醫院以上, 服務滿六個月的臨床護理人 員, 研究工具為"激勵因素量表"及"工作投入量表"結構型問卷, 以 Likert 五分法計分; 另加上"內外控取向量表"20 題. 本研究採方便取樣, 共發出 問卷624 份, 有效回收率 92.8%. 問卷回收後, 以描述性分析 t-檢定 單 因子變異數分析薛式事後比較 皮爾森積差相關及簡單線性迴歸分析等方 法進行資料分析. 研究結果發現:(一)護理人員對激勵需求的平均值
為4.01; 高於實際感受 3.06 .(二)護理人員的激勵需求類別前三項為: 人 際關係 領導 成就.(三)護理人員對激勵因素的需求與單位工作年資
醫院評鑑類別及工作單位性質呈顯著相關.(四)護理人員對激勵因素的實 際感受與公私立醫院及工作單位性質呈顯著差異.(五)護理人員所在公私 立醫院不同與其工作投入呈顯著差異. (六)護理人員對激勵因素的實際感 受越佳, 工作越投入. 研究結果證實, 滿足護理人員激勵因素需求, 可激發其工作投入, 建議單位主管尤其加強護理人員"人際關係" "領導"
"成就"三方面的激勵.
英文摘要
The purpose of this study was to understand the
relationship of motivationand job involvement, and what''s motivation were needed among clinical nurses.The study design
was a cross-sectional method. Subjects were recruited from re- gional hospitals in Taipei. Inclusion criterion was clinical
nurses with morethan six months'' practice . Motivation Scale, Job involvement Scale and Personality Scale were used for data
collection. Six hundred and twenty fourquestionnaires were sent out with a returned rate of 92.8%. Data were analyzed using
descriptive statistics, t-test, one way ANOVA, Scheffe''s
posterior compar-ison, Pearson''s coorelation and simple linear regression. Maior finding of this study were as followed:1.
The mean of motivation factor(4.01) was over the mean of staff perception(3.06).2.The top three needs of motivation factor
ware: interpersonal relations; lead- ing; achievement.
3.Clinical nurses'' work years; work unit; and hospital had a significant impact on their needs of motivation factor.
4.Clinical nurses'' work unit and hospital had a significant impact on their perception of motivation factor.5.Clinical
nurses'' hospital had a significant impact on their job
involvement.6.Clinical nurses'' perception of motivation factor could predit their job invol- vement. This research came to
the conclusion that if the needs of motivation factorwas satisfied, the clinical nurses had been more involved in their work, and suggested to focus on motivation factors of interpersonal relations, leading andachievement.
