組織氣候與工作投入關係之研究―以某醫學中心暨委託經營管理醫院爲例

Tai-Sheng Chiu, Meei-Shiow Lu, Ping-Ling Chen

Research output: Contribution to journalArticle

Abstract

The purpose of this study is to discuss the organizational climate and the job involvement of a certain medical center and two hospitals run by trust, and to compare the difference between organizational climate and the job involvement caused by different personal and hospital attributes. A cross-sectional survey was taken using multi-stage random sampling. The targets of the survey were the personnel of a certain medical center and two hospitals run by trust. The structured questionnaire was made for the survey. Eight hundred and forty copies of the questionnaire were sent out with seven hundred and thirty copies returned. The response rate was 86.9%. The results of the study were as follows: 1. The total average score of the organizational climate was: hospital A.B.C, not yet reaching a distinctive difference in statistics, but standing between the benevolent authoritative style of organizational climate and that of the consulting democratic one. 2. The total average score of the job involvement was: hospital A. B. C not reaching a distinctive difference in statistics, all in the medium-degree of job involvement. 3. The organizational climate in different age, gender, service seniority and service unit all reached a distinctive difference in statistics; while the marriage status and the educational degree, except for that of policy decision process and that of incentive power in different organizations, showed no distinctive differences. 4. The educational degree and the marriage status as well as two phases of job involvement-”initiative participation” and ”confirming the importance of work”-all showed a distinctive difference in statistics. Age and service seniority showed a distinctive difference in the phase of ”initiative participation”, while gender, service unit and different organizations did not reach a distinctive difference in statistics at all. 5. The related coefficient of the total average score of the organizational climate and the job involvement was r=.22, and reached a distinctive difference in statistics (p<.001). From the results of this study, it can be understood that the correlation between organizational climate and job involvement exists. The managers of these three organizations still have the opportunity to create a much better organizational climate, and make people want to involve themselves completely in their job, and to contribute to a good working environment and have a much improved performance.
Original languageTraditional Chinese
Pages (from-to)184-199
Number of pages16
Journal榮總護理
Volume20
Issue number2
DOIs
Publication statusPublished - 2003

Cite this

組織氣候與工作投入關係之研究―以某醫學中心暨委託經營管理醫院爲例. / Chiu, Tai-Sheng ; Lu, Meei-Shiow ; Chen, Ping-Ling .

In: 榮總護理, Vol. 20, No. 2, 2003, p. 184-199.

Research output: Contribution to journalArticle

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abstract = "The purpose of this study is to discuss the organizational climate and the job involvement of a certain medical center and two hospitals run by trust, and to compare the difference between organizational climate and the job involvement caused by different personal and hospital attributes. A cross-sectional survey was taken using multi-stage random sampling. The targets of the survey were the personnel of a certain medical center and two hospitals run by trust. The structured questionnaire was made for the survey. Eight hundred and forty copies of the questionnaire were sent out with seven hundred and thirty copies returned. The response rate was 86.9{\%}. The results of the study were as follows: 1. The total average score of the organizational climate was: hospital A.B.C, not yet reaching a distinctive difference in statistics, but standing between the benevolent authoritative style of organizational climate and that of the consulting democratic one. 2. The total average score of the job involvement was: hospital A. B. C not reaching a distinctive difference in statistics, all in the medium-degree of job involvement. 3. The organizational climate in different age, gender, service seniority and service unit all reached a distinctive difference in statistics; while the marriage status and the educational degree, except for that of policy decision process and that of incentive power in different organizations, showed no distinctive differences. 4. The educational degree and the marriage status as well as two phases of job involvement-”initiative participation” and ”confirming the importance of work”-all showed a distinctive difference in statistics. Age and service seniority showed a distinctive difference in the phase of ”initiative participation”, while gender, service unit and different organizations did not reach a distinctive difference in statistics at all. 5. The related coefficient of the total average score of the organizational climate and the job involvement was r=.22, and reached a distinctive difference in statistics (p<.001). From the results of this study, it can be understood that the correlation between organizational climate and job involvement exists. The managers of these three organizations still have the opportunity to create a much better organizational climate, and make people want to involve themselves completely in their job, and to contribute to a good working environment and have a much improved performance.",
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