Because of the impact from the change of health insurance and medical
environment, in particular, in order to save the costs, the managers first reduce personnel matter costs and become more cautious about and even freeze the employment of administrators. However, complete medical process should not only involve professional medical personnel, but also require the cooperation of the administrators. Thus, hospital administrators are also critical and necessary.
This research aimed to explore the personality traits, job stress and job
satisfaction of hospital administrators. It was based on questionnaire survey and the administrators of hospitals from a medical system in central Taiwan were the targets. There were 595 questionnaires distributed and 442 returned.
This research managed data analysis by SPSS10.0 and the statistical methods used include descriptive statistics, t-test, One-way ANOVA, correlation analysis and stepwise regression analysis.
The major findings of this research are below:
1) Hospital administrators? personal attributes (gender, age, marital status, educational level, service years, position and personal monthly income) reveal significant difference on personality traits, job stress and job satisfaction.
2) Hospital administrators? personality traits reveal negative correlation with ?low self-development?, ?role conflict? and ?low welfare system?of job stress. It means when personality traits are more significant.The stress of these three constructs will be reduced; they reveal positive correlation with ?job loading? which means personality traits are more significant, the stress of ?job loading? will be more obvious; they reveal positive correlation with ?job satisfaction? which means when personality traits are more significant, the job satisfaction will be better. Job stress has negative correlation with three constructs of ?job satisfaction? which means when job stress is more significant, the job satisfaction will be lower.
3) ?Friendliness?, ?diligence and integrity?, ?emotional sensibility? and ?
extroversion? of personality traits reveal positive correlation with three constructs of ?job satisfaction?; four constructs of ?job stress? have negative influence on three constructs of ?job satisfaction?.
From the findings of this study, following suggestions were proposed to hospital managers and administrators:
1) The managers could include ?personality traits? in the evaluation process while recruiting to increase the preciseness of talent selection.
2) The managers should provide stress management courses: holding stress reduction courses and recreational traveling activities, encouraging the employees to have proper exercises to comfort the employees physically and psychologically.
3) The managers should adjust the executives? job loading and upgrade their job skills.
4) Administrators should buildup environmental accommodation capacities themselves: learning self- accommodation and reduce job stress to upgrade job performance.
