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http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/35288
Title: | 影響醫院內女性主管升遷相關因素之研究 A Study of Factors Associated with Female Managers’ Promotions in Hospitals. |
Authors: | Yi-Kai Wang 王怡凱 |
Advisor: | 鍾國彪(Kuo-Piao Chung) |
Keyword: | 女性主管,組織運作,社會支持,升遷感受, Female manager,Organizational operation,Social support,Promotion perception, |
Publication Year : | 2005 |
Degree: | 碩士 |
Abstract: | 本研究的研究目的包含:(一) 了解醫院中女性主管的工作現況、(二) 探討影響醫院內部女性主管升遷的相關因素
本研究為一橫斷性研究,以國內區域級以上醫院中,在行政與醫療各科部室擔任組長級以上管理職務之女性為研究對象,以瞭解中高階女性主管對於女性升遷相關影響因素之看法。研究以問卷調查方式進行,針對22家區域級以上醫院,發出1022份研究問卷,實際有效回收份數為350份(有效回收率為34.2%)。 本研究主要分析方法為複迴歸分析,用以探討個人層面、組織層面、社會支持層面及控制變項對升遷感受層面之關係。 本研究主要研究結果如下:(一)個人層面對女性主管升遷感受層面無顯著之影響,表示個人層面的因素對於女性主管升遷的影響不大;(二)組織層面對女性主管升遷感受層面具有正向影響,顯示醫院內提供良好、公平之進修教育機會及以公平的程序處理升遷相關事宜的話,女性主管之升遷機會及對升遷之滿意會相對提高;(三)社會支持層面對女性主管升遷感受層面具有正向影響,顯示女性主管若在醫院内工作上獲得上司之支持,並擁有良師益友的協助的話,女性主管對升遷機會及升遷之滿意程度會相對地提高。 根據以上研究結果,本研究提出以下建議:(一)應平等看待院內女性主 管及員工,建立公平、完善的升遷評核機制,適才任用,力求院內女性有公平申 請在職進修教育的機會;(二) 女性應謀求適當的舒發管道,適時地舒解自身的 壓力,並於家庭、職場中尋求支持、良師益友的協助;(三)後續研究除可分別就 行政、醫療單位之女性主管進行調查,並增加部分的質性訪談,並可對於醫院內 男、女性主管進行研究,了解性別相關議題是否會影響醫院內女性主管之升遷。 The purposes of this study include: first, to understand female managers’ current working status; second, to explore the factors influencing female managers’ promotions in hospitals. This is a cross-sectional study to understand the middle and high-level female managers’ attitude of the factors related to promotions by questionnaire survey. A structural questionnaire was developed and mailed to 22 regional hospitals and/or medical centers in Taiwan. The effective response rate is 34.2 percent(350/1022). The major analytic method is multiple linear regression. Three important findings included the following: 1. Individual aspect has non-significant impact on promotions’ perception. It shows that the factors of individual aspect had little impact on female managers’ promotions. 2. Organizational aspect has positive impact on promotions’ perception. It shows that female managers’ promotion opportunities and satisfactions of promotion will increase relatively if hospitals provided fair opportunities of pursuing higher education and fair procedures of promotions. 3. Social support aspect has positive impact to promotions’ perception. It shows that female managers’ promotion opportunities and satisfactions of promotion will relatively increase if they have supports and helps from superiors and mentors. Three suggestions were made according to the research findings. First, there shouldn’t have gender discrimination in hospitals, hospitals should build up a fairly promotion evaluation system, and hospitals should protect female staff to have fairly opportunity to apply for pursuing higher educations. Second, female in hospitals should find the way to release pressure, and seek supports and helps from families, colleagues, and mentors. Finally, the study also suggests that future study to survey administrative and medical female managers or male and female managers separately, and to add part of qualitative research. |
URI: | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/35288 |
Fulltext Rights: | 有償授權 |
Appears in Collections: | 健康政策與管理研究所 |
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