The study of Relationship in Hospital Worker’s Job Satisfaction, Pay and Organizational Citizenship Behavio
王薪銓、劉莉玲
E-mail: 9901119@mail.dyu.edu.tw
ABSTRACT
Being in a highly specialized environment, the staffs of a hospital, i.e. doctors, nurses, administrative personnel, are constantly under significant amount of pressure. This study focuses how the moderating effect of pay for the relationship between job satisfaction and organizational citizenship behavior.
As the results, our findings are as follows:
1. Job satisfaction is positively to organizational citizenship behavior.
2. When the pay increases, the positive relationship between job satisfaction and organ-izational citizenship behavior is stronger.
Results suggest that hospital management should emphasize on the integrity and equity of welfare systems and avoid uneven distribution of work-loads to cultivate a comfortable and satisfactory working environment. The low-ranking personnel of all departments should be encouraged and given the opportunity to pursue further educa-tion. Those with outstanding performance should be rewarded openly. Moreover, a platform should be put for better communication, information exchange and experience to form an “inner voice” of the organization. The main objective of such efforts is to promote job satisfaction of medical personnel and reward behavior that benefits the or-ganization as a whole. The demonstration of organized citizenship behavior becomes a tradition and the organization itself becomes more appealing. Accordingly, a medial service with both energy and efficiency can be formed to provide patient and family with best medical care.
Keywords : job satisfaction、organizational citizenship behavior、pay Table of Contents
中文摘要 ．．．．．．．．．．．．．．．．．．．．．． iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．．． iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．．． v 內容目錄 ．．．．．．．．．．．．．．．．．．．．．． vi 表目錄 ．．．．．．．．．．．．．．．．．．．．．． viii 圖目錄 ．．．．．．．．．．．．．．．．．．．．．． ix 第一章 研究動機與目的．．．．．．．．．．．．．．． 1 第一節 研究背景．．．．．．．．．．．．．．．． 1 第二節 研究動機．．．．．．．．．．．．．．．． 3 第三節 研究問題與目的．．．．．．．．．．．．． 5 第二章 文獻回顧．．．．．．．．．．．．．．．．．． 7 第一節 工作滿意度．．．．．．．．．．．．．．． 7 第二節 組織公民行為．．．．．．．．．．．．．． 9 第三節 薪資．．．．．．．．．．．．．．．．．． 12 第四節 工作滿意度與組織公民行為之關係．．．． 14 第五節 其他影響組織公民行為之因素．．．．．．． 16 第三章 研究方法．．．．．．．．．．．．．．．．．． 17 第一節 研究架構．．．．．．．．．．．．．．．． 17 第二節 操作性定義與衡量工具 ．．．．．．．．． 17 第三節 研究假設．．．．．．．．．．．．．．．． 19 第四節 研究設計．．．．．．．．．．．．．．．． 21 第五節 研究分析與方法．．．．．．．．．．．．．． 21 第四章 資料分析 ．．．．．．．．．．．．．．．．． 24 第一節 描述性統計分析．．．．．．．．．．．．． 24 第二節 因素分析 ．．．．．．．．．．．．．．． 26
第三節 信度分析．．．．．．．．．．．．．．．． 29 第四節 差異分析．．．．．．．．．．．．．．．． 30 第五節 相關分析．．．．．．．．．．．．．．．． 32 第六節 迴歸分析．．．．．．．．．．．．．．．． 35 第七節 干擾迴歸分析．．．．．．．．．．．．．． 36 第五章 結論與建議．．．．．．．．．．．．．．．．． 40 第一節 研究結論．．．．．．．．．．．．．．．． 40 第二節 管理意涵．．．．．．．．．．．．．．．． 42 第三節 研究限制與後續研究建議．．．．．．．． 43 參考文獻 ．．．．．．．．．．．．．．．．．．．．．． 44 附錄A 研究問卷．．．．．．．．．．．．．．．．．． 52
表目錄
表 2- 1 薪資定義與分類說明．．．．．．．．．．．．．． 12 表 2- 2 薪資對工作行為之影響．．．．．．．．．．．．． 13 表 2- 3 人口變項與組織公民行為之相關研究表．．．．．． 16 表 4- 1 問卷發放及回收情形表．．．．．．．．．．．．． 24 表 4- 2 樣本結構分析表．．．．．．．．．．．．．．．． 26 表 4- 3 工作滿意度因素分析表．．．．．．．．．．．．． 27 表 4- 4 工作滿意度因素分析表．．．．．．．．．．．．． 28 表 4- 5 組織公民行為因素分析表．．．．．．．．．．．． 28 表 4- 6 組織公民行為因素分析表．．．．．．．．．．．． 29 表 4- 7 信度分析表．．．．．．．．．．．．．．．．．． 29 表 4- 8 職務對組織公民行為之ANOVA分析與檢定．．．． 30 表 4- 9 職務對工作滿意度之ANOVA分析與檢定．．．．． 30 表 4-10 薪資對組織公民行為之ANOVA分析與檢定．．．． 31 表 4-11 薪資對工作滿意度之ANOVA分析與檢定．．．．． 31 表 4-12 各變數間相關分析．．．．．．．．．．．．．．． 34 表 4-13 階層迴歸分析表．．．．．．．．．．．．．．．． 37 表 4-14 第一群薪資之工作滿意對於組織公民行為的干擾迴 歸分析．．．．．．．．．．．．．．．．．．．． 38 表 4-15 第二群薪資之工作滿意對於組織公民行為的干擾迴 歸分析．．．．．．．．．．．．．．．．．．．． 38 表 4-16 第三群薪資之工作滿意對於組織公民行為的干擾迴 歸分析．．．．．．．．．．．．．．．．．．．． 39 表 5- 1 研究摘要表．．．．．．．．．．．．．．．．．． 41
圖目錄
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