長期照護機構員工滿意度與離職傾向之關聯性研究-以雙連安養中心為研究個案

Abstract

由於全球都面臨「人口高齡化」的問題，而長期照護的服務需求也在快速的增加中，而為了確保長期照護機構所提供的服務品質一致性，員工工作的穩定性是很重要。因此本研究之主要目的希望藉由探討長期照護機構的員工滿意度狀況、員工個人特質對員工滿意度及離職傾向的影響及員工滿意度對離職傾向的關聯性，能夠真正發現影響員工不滿意的影響因素。 本研究利用問卷方式來進行橫斷面調查研究，研究對像是雙連安養中心的全體員工；藉由研究機構在2012年3月底及4月初舉辦三場員工說明會，在說明會結束後，向員工進行問卷調查，一共發放問卷150份，回收150 份，回收率100%，扣除48份問卷內容填答不完整的無效問卷，有效問卷為102 份，有效回收率68%。 資料分析工具，是使用的統計軟體SPSS (Version 18)，使用的統計分析包括信度分析、描述性統計分析、相關係數分析、雙變項統計分析（t 檢定、單因子變異數分析）及多變項統計分析(逐步迴歸分析)。 研究結果顯示： 一、雙連員工在個人特性與員工滿意度構面的差異性，除了性別及專業證照沒有顯著性差異，其他個人特性子女有無、擔任管理、工時、年齡、婚姻、教育程度、年資、工作類型、班別種類都有顯著性差異。 二、雙連員工個人特性與離職傾向僅有子女有無、年齡及婚姻有顯著性差異。 三、雙連員工在不同滿意度構面，包括工作環境、領導風格、生涯管理、經營策略、企業願景、企業文化、溝通管理及員工參與，與離職傾向間均呈現負相關，表示員工在工作上得到滿意度愈高，則其離職傾向愈低；其中以企業文化負相關程度最高，經營策略負相關程度最低。 四、依逐步迴歸向後法分析結果，只有溝通管理有顯著性解釋力。

The global are facing the 'aging of the population' question, and long-term care services needs also quickly the increase. In the long-term care in order to ensure that the services provided by institutions quality consistency, the staff job stability is a very important. The study of the main purpose explores the satisfaction of staff in the long-term care institutions, the impact of personal characteristics on the staff satisfaction and turnover intention and the relation of the staff satisfaction and turnover intention. It can be really found staff members were not satisfied with the factors. The questionnaire is cross-section research of all staffs in Suang-Lian Elderly Center. By for the institution in end of March and early April 2012 held the three times staff meetings after the close to staff conduct a survey issued a questionnaire 150, recovery 150, the recovery rate 100%, 48 with a deduction contents of the questionnaires filled a incomplete null, effective questionnaire to 102, effective rate of return 68%. Analysis tools use of statistical software SPSS (Version 18), statistical analysis include Reliability analysis, Descriptive statistics analysis, Correlation Coefficient analysis, Bivariate Association analysis (T test and ANOVA) and Factorial Analysis of Variance (Stepwise regression) . The results include: 1.Suang-Lian staffs in personal characteristics and staff satisfaction of the difference, besides gender and professional license as there is no significant differences, and other personal characteristics children, manager, working hours, age, marriage, education, seniority, the type of work, and working scheduling type are significant differences. 2. Suang-Lian staffs in personal characteristics and turnover intention only children, age and marriage are significant differences. 3. Suang-Lian staffs in different satisfaction sections, including working environment, leadership style, career management, business strategy, company vision, business cultures, communication management and staff to participate in with turnover intention are negative related, to staff has the higher degree of satisfaction with the lower turnover intention. In the case of business culture negative related is highest-level, business strategy negative results minimum. 4. According to the stepwise regression analysis as a result, only communication management of significant explained.