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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陳端容(Duan-Rung Chen) | |
| dc.contributor.author | Huan-Chu Lo | en |
| dc.contributor.author | 羅煥鉅 | zh_TW |
| dc.date.accessioned | 2021-06-13T04:36:12Z | - |
| dc.date.available | 2011-07-31 | |
| dc.date.copyright | 2006-07-31 | |
| dc.date.issued | 2006 | |
| dc.date.submitted | 2006-07-19 | |
| dc.identifier.citation | 中文部分
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/33355 | - |
| dc.description.abstract | 目標：本研究以「付出回饋失衡」(ERI)與「升遷程序公平」量表，探討放射科醫師工作組織的社會心理情境與健康之關係。
方法：郵寄結構式問卷收集資料。以294位放射科醫師為研究對象，採用描述性統計及多變項線性迴歸模式，分析組織公平性對放射科醫師身心健康之相關因素。 研究結果：醫師處於「付出回饋失衡」或具有「內在工作過度投入」之人格傾向特質者，其對健康、活力狀態、心理健康與健康變化有負向健康的影響。另外，合併上述兩種特質，對放射科醫師的健康影響甚於具單一特質者。此外，研究中亦發現「升遷程序公平」對醫師健康變化有正向的幫助。此外，39歲以下醫師,無運動習慣與有安眠止痛藥習慣的醫師健康風險較高，顯示年輕醫師在目前醫療環境專業課責下必須注意健康危害因子。 結論與討論：本研究使用付出回饋失衡與升遷程序公平模式來測量組織公平性，研究結果發現對醫師健康有相當之解釋力。因此，程序公平對健康有正向影響，因為醫師專業程度很高，在醫院會被尊重的對待。另一方面，醫院目前可能受到財務壓力的緊縮以及環境的影響，就算是第二線的放射科醫師也承受到這樣的壓力造成自身的付出與原先的期待，產生有心理上失衡情況，因而影響健康。 | zh_TW |
| dc.description.abstract | Purposes: The purpose of this investigation is to explore the predictive validity of the effort reward/imbalance models and procedural justice for self-reported health status, vitality, mental health and reported health transition in a sample of Taiwanese radiologist.
Methods and Measures: A standardized questionnaire including working characteristics, ERI and procedural justice questionnaires were mailed to physicians registered as radiologic specialists. A total of 294 physicians responded to this study. Result: Effort-reward imbalance interacted with overcommit personality variable indicates a better predictor of self-report health, minor mental distress and vitality and reported health transition is associated with self-reported health (P<0.05 significance level). The interaction effect increases the chance of physicians’ being minor mental distress, suggesting that different dimensions of intrinsic effort need to be explored for different population under study. Procedural justice is good for health transition. Junior physicians and who lack of sport exercises tend to show ill health, indicating increase health risks. Conclusion: The results suggest that ERI and procedural justice may have measured different aspects of psychosocial environment of working organizations. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-13T04:36:12Z (GMT). No. of bitstreams: 1 ntu-95-P92843020-1.pdf: 1036536 bytes, checksum: 65a006f1ca1058c9fef15c9073bd8d26 (MD5) Previous issue date: 2006 | en |
| dc.description.tableofcontents | 目 錄
致謝････････････････････････････････････････････････････････････････I 中文摘要･･･････････････････････････････････････････････････････････II 英文摘要･･････････････････････････････････････････････････････････III 第一章 緒論 第一節 研究背景與動機･･････････････････････････････････････････ 1 第二節 研究目的････････････････････････････････････････････････ 3 第二章 文獻探討 第一節 放射專科醫師之訓練及其工作內容･･･････････････････････････4 第二節 放射科醫師工作組織中常見職業傷害･････････････････････････6 第三節 醫師工作組織社會心理壓力及相關實證研究･･･････････････････8 第四節 說明何為「付出與回饋的失衡與工作過度投入」･･･････････････11 第五節 定義「程序公平」･････････････････････････････････････････16 第六節 健康的測量工具･･････････････････････････････････････････18 第七節 文獻綜合討論････････････････････････････････････････････21 第三章 研究方法與材料 第一節 研究設計････････････････････････････････････････････････22 第二節 研究架構與研究假說･･････････････････････････････････････22 第三節 研究工具････････････････････････････････････････････････23 第四節 資料處理與分析方法･･････････････････････････････････････28 第四章 研究結果 第一節 樣本組成特性････････････････････････････････････････････29 第二節 描述性結果･･････････････････････････････････････････････30 第三節 雙變項統計分析･･････････････････････････････････････････44 第四節 多變量統計分析･･････････････････････････････････････････57 第五章 討論 第一節 研究資料品質････････････････････････････････････････････62 第二節 描述性及推論性統計結果討論･･････････････････････････････63 第三節 研究假說驗證與討論･･････････････････････････････････････68 第四節 研究限制････････････････････････････････････････････････70 第六章 結論與建議 第一節 結論････････････････････････････････････････････71 第二節 建議････････････････････････････････････････････72 參考文獻 中文部分･････････････････････････････････････････････････74 英文部分･････････････････････････････････････････････････74 附錄 附錄一 研究調查問卷內容･････････････････････････････････88 | |
| dc.language.iso | zh-TW | |
| dc.subject | 付出回饋失衡模式 | zh_TW |
| dc.subject | 醫師健康 | zh_TW |
| dc.subject | 升遷程序公平 | zh_TW |
| dc.subject | 工作組織 | zh_TW |
| dc.subject | 個人工作過度付出模式 | zh_TW |
| dc.subject | work organizations | en |
| dc.subject | procedural justice | en |
| dc.subject | ERI model | en |
| dc.subject | overcommitment | en |
| dc.title | 組織公平性認知對放射科醫師健康之影響：
以付出回饋失衡與程序公平為例 | zh_TW |
| dc.title | PERCEIVED FAIRNESS OF WORK ORGANIZATION ASSOCIATED WITH PSYCHOSOCIAL HEALTH OF RADIOLOGISTS IN TAIWAN | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 94-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 鄧木火(Micheal Mu-Huo Teng),謝碧晴(Pi-C hing Hsieh) | |
| dc.subject.keyword | 醫師健康,工作組織,付出回饋失衡模式,個人工作過度付出模式,升遷程序公平, | zh_TW |
| dc.subject.keyword | work organizations,overcommitment,ERI model,procedural justice, | en |
| dc.relation.page | 94 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2006-07-20 | |
| dc.contributor.author-college | 公共衛生學院 | zh_TW |
| dc.contributor.author-dept | 醫療機構管理研究所 | zh_TW |
| 顯示於系所單位： | 健康政策與管理研究所 | |
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