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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 鍾國彪(Kuo-Piao Chung) | |
| dc.contributor.author | Yi-Kai Wang | en |
| dc.contributor.author | 王怡凱 | zh_TW |
| dc.date.accessioned | 2021-06-13T06:46:49Z | - |
| dc.date.available | 2005-08-04 | |
| dc.date.copyright | 2005-08-04 | |
| dc.date.issued | 2005 | |
| dc.date.submitted | 2005-07-28 | |
| dc.identifier.citation | 參考文獻
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/35288 | - |
| dc.description.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。 | zh_TW |
| dc.description.abstract | 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. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-13T06:46:49Z (GMT). No. of bitstreams: 1 ntu-94-R92843004-1.pdf: 848929 bytes, checksum: eeb8b2ad03cdb61d3a3c3a18ff567796 (MD5) Previous issue date: 2005 | en |
| dc.description.tableofcontents | 目錄
致謝 I 中文摘要 II Abstract III 目錄 V 第一章 緒論 1 第一節 研究背景 1 第二節 研究動機 4 第三節 研究目的 4 第二章 文獻探討 5 第一節 影響女性升遷之因素 5 第二節 性別角色態度 13 第三節 社會支持 17 第四節 工作-家庭衝突 23 第五節 升遷程序公平 26 第三章 研究方法 29 第一節 研究設計 29 第二節 研究架構 29 第三節 研究假說 30 第四節 研究工具及變項操作型定義 31 第五節 研究對象 42 第六節 資料處理及分析方法 42 第四章 研究結果 44 第一節 樣本組成特性 44 第二節 描述性分析 48 第三節 雙變項分析 68 第四節 多變項分析 127 第五章 討論 137 第一節 研究結果之討論 137 第二節 研究限制 143 第六章 結論與建議 144 第一節 結論 144 第二節 建議 145 參考文獻 146 附錄 154 表目錄 表1-1 2003 年台閩地區女性高等教育概況 2 表2-1 一般產業界影響女性升遷之因素相關研究整理 10 表2-2 醫療產業界影響女性升遷之因素相關研究整理 11 表2-3 性別角色特質 14 表2-4 社會支持相關定義整理 18 表2-5 工作-家庭衝突相關定義整理 24 表2-6 程序公平相關定義整理表 26 表3-1 自變項之操作型定義 37 表3-2 依變項之操作型定義 40 表3-3 個人資料之操作型定義 40 表3-4 配合研究之醫院類型 42 表4-1 問卷回收樣本適合度檢定 45 表4-2 回收樣本特性 46 表4-3 問卷信度分析 48 表4-4 性別角色態度之描述性統計 54 表4-5 工作-家庭衝突之描述性統計 56 表4-6 進修教育機會之描述性統計 57 表4-7 升遷程序公平之描述性統計 58 表4-8 工作關係之描述性統計 63 表4-9 良師益友之描述性統計 65 表4-10 升遷機會之描述性統計 66 表4-11 升遷滿意之描述性統計 67 表4-12 性別角色態度原始模型因素影響值 70 表4-13 性別角色態度修正模型因素影響值 72 表4-14 性別角色態度量表因素重新命名對照表 72 表4-15 升遷程序公平原始模型因素影響值 74 表4-15 工作-家庭衝突原始模型因素影響值 76 表4-16 工作關係原始模型因素影響值 78 表4-17 工作關係修正模型因素影響值 80 表4-18 升遷機會原始模型因素影響值 82 表4-19 升遷機會修正模型因素影響值 83 表4-20 升遷滿意原始模型因素影響值 84 表4-21 控制變項合併一覽表 84 表4-22 性別角色態度三因素與控制變項的獨立T檢定 86 表4-23性別角色態度三因素與控制變項的單因子變異數檢定 87 表4-24 性別角色態度三因素與在職進修教育機會之獨立T檢定 89 表4-25 性別角色態度三因素與良師益友關係之獨立T檢定 90 表4-26 性別角色態度三因素與良師益友關係之單因子變異數分析 90 表4-27 工作-家庭衝突與控制變項的獨立T檢定 92 表4-28 工作-家庭衝突與控制變項的單因子變異數檢定 93 表4-29 工作-家庭衝突與在職進修教育機會之獨立T檢定 94 表4-30 工作-家庭衝突與良師益友關係之獨立T檢定 95 表4-31 工作-家庭衝突與良師益友關係之單因子變異數分析 95 表4-32 升遷程序公平與控制變項的獨立T檢定 99 表4-33 升遷程序公平與控制變項的單因子變異數檢定 99 表4-34 升遷程序公平與在職進修教育機會之獨立T檢定 101 表4-35 升遷程序公平與良師益友關係之獨立T檢定 101 表4-36 升遷程序公平與良師益友關係之單因子變異數分析 102 表4-37 在職教育機會與控制變項關係之卡方檢定 103 表4-38 在職教育機會關係與良師益友關係之卡方檢定 104 表4-39 工作關係二因素與控制變項的獨立T檢定 106 表4-40 工作關係二因素與控制變項的單因子變異數檢定 106 表4-41 工作關係二因素與在職進修教育機會之獨立T檢定 108 表4-42 工作關係二因素與良師益友關係之獨立T檢定 108 表4-43 工作關係二因素與良師益友關係之單因子變異數分析 108 表4-44 良師益友關係與控制變項關係之卡方檢定 117 表4-45 升遷機會與控制變項的獨立T檢定 118 表4-46 升遷機會與控制變項的單因子變異數檢定 118 表4-47 升遷機會與在職進修教育機會之獨立T檢定 119 表4-48 升遷機會與良師益友關係之獨立T檢定 120 表4-49 升遷機會與良師益友關係之單因子變異數分析 120 表4-50 升遷滿意與控制變項的獨立T檢定 121 表4-51 升遷滿意與控制變項的單因子變異數檢定 121 表4-52 升遷滿意與在職進修教育機會之獨立T檢定 122 表4-53 升遷滿意與良師益友關係之獨立T檢定 123 表4-54 升遷滿意與良師益友關係之單因子變異數分析 123 表4-55 研究構面相關分析 125 表4-56 升遷機會與研究變項及控制變項間之複迴歸分析 129 表4-57 升遷滿意與研究變項及控制變項間之複迴歸分析 133 表5-1 研究假說驗證結果 142 圖目錄 圖1-1 女性政經參與之國際比較 3 圖2-1 Newman 之整合性分析架構 7 圖2-2 社會關係概念架構 18 圖2-3 工作衝突、家庭衝突及角色間衝突模型 25 圖3-1 本研究之研究架構 30 圖3-2 國外量表中文版本翻譯流程圖 31 圖4-1 性別角色態度原始模型 69 圖4-2 性別角色態度修正模型 71 圖4-3 升遷程序公平原始模型 73 圖4-4 工作-家庭衝突原始模型 75 圖4-5 工作關係原始模型 77 圖4-6 工作關係修正模型 79 圖4-7 升遷機會原始模型 81 圖4-8 升遷機會修正模型 82 圖4-9 升遷滿意原始模型 83 圖4-10 性別角色態度之工作取向總分分布圖 96 圖4-11 性別角色態度之性別刻板印象總分分布圖 96 圖4-12 性別角色態度之成就取向總分分布圖 97 圖4-13 工作-家庭衝突總分分布圖 97 圖4-14 升遷程序公平總分分布圖 109 圖4-15 工作關係之上司支持總分分布圖 110 圖4-16 工作關係之同事支持總分分布圖 110 圖4-17 升遷機會總分分布圖 124 圖4-18 升遷機會總分分布圖 124 | |
| dc.language.iso | zh-TW | |
| dc.title | 影響醫院內女性主管升遷相關因素之研究 | zh_TW |
| dc.title | A Study of Factors Associated with Female Managers’ Promotions in Hospitals. | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 93-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.coadvisor | 陳端容(Duan-Rung Chen) | |
| dc.contributor.oralexamcommittee | 劉念琪,許碧芬 | |
| dc.subject.keyword | 女性主管,組織運作,社會支持,升遷感受, | zh_TW |
| dc.subject.keyword | Female manager,Organizational operation,Social support,Promotion perception, | en |
| dc.relation.page | 165 | |
| dc.rights.note | 有償授權 | |
| dc.date.accepted | 2005-07-29 | |
| 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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