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完整後設資料紀錄
DC 欄位 | 值 | 語言 |
---|---|---|
dc.contributor.advisor | 陳端容 | |
dc.contributor.author | Chen Chung-Ming | en |
dc.contributor.author | 陳中銘 | zh_TW |
dc.date.accessioned | 2021-06-15T06:56:48Z | - |
dc.date.available | 2013-03-03 | |
dc.date.copyright | 2011-03-03 | |
dc.date.issued | 2011 | |
dc.date.submitted | 2011-02-08 | |
dc.identifier.citation | 英文文獻
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dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/48437 | - |
dc.description.abstract | 國內醫療環境的改變,不僅衝擊婦產科當前結構及未來發展,並影響年輕醫師選擇婦產專科的意願。近年來,雖然女性醫師投入婦產科行列的人數逐漸多於男性醫師,國內婦產科醫師人力仍有不足隱憂。本研究以現役婦產科專科醫師為研究對象,進行工作現況調查,並嚐試瞭解其工作特性、專業承諾及轉業傾向,及三者間的關係。
本研究以臺灣地區區域級以上醫院,年齡介於30-50歲的婦產科專科醫師為抽樣對象,共發出228份問卷,回收有效問卷112份,有效回收率49.1%,研究工具採結構式問卷,以郵寄問卷法收集資料。重要研究發現如下: 一、描述性統計:工作現況中的接生人數及手術人數數量呈兩極化 分佈。 二、雙變項分析:工作自主性和回饋性與情感性承諾呈正相關 (P<0.001),工作完整性和重要性與持續性承諾呈正相關 (P<0.01)。 三、迴歸分析: 1.女醫師相較於男醫師有較高的情感性承諾;男醫師相較於女 醫師有較高的持續性承諾。若與性別平等意識、工作家庭衝 突交互作用分析則性別無顯著影響。 2.專業承諾與工作的激勵性有關,此關係受到性別平等意識的 影響。 3.專業承諾可預測轉業傾向。 研究建議: 1.醫師工作量的兩極化分佈可進ㄧ步分析其與專業承諾的關 係。 2.醫療機構調整工作內容,提高激勵性,增加專業承諾。 3.前項建議中,最好兼顧醫師工作自主性及行政效率。 | zh_TW |
dc.description.abstract | With the changing medical environment of Taiwan, the impaction does not only affect the present structure and the future development of Gynecology and Obstetrics, it also affect the young doctors' choices to be a OB/Gynecologist. Though the numbers of female physicians who join Gynecology and Obstetrics are more than male physicians in recent years, the men power of Taiwan's Gynecology and Obstetrics remain shortage. Our study aimed to survey the active practice OB/Gynecologist by means of analyzing their present job conditions, their perceptions on job characteristics, professional commitment and turnover tendency, further we discuss the relationship among them.
Our sample included 228 OB/Gynecologists in different settings in Taiwan's regional hospitals and above. Those OB/Gynecologists, aged 30 - 50, were chosen by random. We issued each one a questionnaire and received 112 effective copies. The response rate is 49.1%. The data collection is by paper instrument combined structure questionnaire. Our findings are: 1. In present job conditions, the case numbers of child delivery and OB/Gyn surgery shows M-shaped distribution. 2.Task autonomy and feedback are positively correlated with affective commitment(p<0.001), task identity and significance are positively correlated with continuance commitment (p<0.01). 3.Multiple regression analysis show: a) female OB/Gynecologists have higher affective commitment than male OB/Gynecologists do; meanwhile, male OB/Gynecologists have higher continuance commitment than female OB/Gynecologists do. Sex factor is not significant when corss-link interacting with gender equality and work-family conflict variants. b) professional commitment is correlated with the impellent of job, this correlation can be affected by gender equality consciousness. c) professional commitment predicts turnover tendency. According to this study, we suggest: 1.further study to analysis the correlation between M- shaped distribution of job loading and professional commitment. 2.medical institute elevate the impellent of job in order to stimulate the professional commitment. 3.when doing item 2, it's better to keep the balance between OB/Gynecologist's task autonomy and efficacy of institute. | en |
dc.description.provenance | Made available in DSpace on 2021-06-15T06:56:48Z (GMT). No. of bitstreams: 1 ntu-100-P96843002-1.pdf: 1628812 bytes, checksum: 4ae937120cb8c6179832506e1bf96128 (MD5) Previous issue date: 2011 | en |
dc.description.tableofcontents | 第一章 緒論...................................................... 1
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.......................................................4 第一節 專業承諾.......................................................4 第二節 個人屬性及專業現況.......................................................6 第三節 工作特性與專業承諾.......................................................8 第四節 性別平等意識與專業承諾.......................................................13 第五節 工作家庭衝突.......................................................15 第六節 轉業傾向.......................................................17 第三章 研究方法.......................................................19 第一節 研究流程.......................................................19 第二節 研究架構與研究假設.......................................................20 第三節 研究對象與資料收集.......................................................22 第四節 研究工具及操作型定義.......................................................23 第五節 資料處理及統計分析.......................................................33 第四章 研究結果.......................................................34 第一節 因素與信度分析.......................................................34 第二節 描述性分析.......................................................38 第三節 雙變項分析.......................................................51 第四節 多變項分析.......................................................58 第五章 討論.......................................................74 第一節 研究假說驗證.......................................................74 第二節 研究結果討論.......................................................78 第三節 研究限制.......................................................81 第六章結論與建議.......................................................85 第一節結論.....................................................85 第二節建議.......................................................86 參考文獻 英文文獻...................................................87 中文文獻....................................................91 調查問卷內容....................................................94 表目錄 表3-3-1 問卷回收情形………………………………………………………….23 表3-4-1 專家效度測試名單…………………………………………………….24 表3-4-2 自變項及其操作型定義……………………………………………….27 表3-4-3 依變項及其操作型定義……………………………………………….29 表3-4-4 干擾變項及其操作型定義…………………………………………….30 表3-4-5 控制變項及其操作型定義…………………………………………….31 表4-1-1 性別意識量表因素分析結果………………………………………….36 表4-1-2 工作與家庭量表因素分析結果……………………………………….36 表4-1-3 轉業傾向量表因素分析結果………………………………………….36 表4-1-4 問卷量表之信度……………………………………………………….37 表4-2-1 個人基本資料之描述性統計………………………………………….44 表4-2-2 工作現況之描述性統計……………………………………………….46 表4-2-3 工作特性量表之描述性統計………………………………………….47 表4-2-4 性別意識之描述性統計……………………………………………….48 表4-2-5 工作與家庭之描述性統計…………………………………………….48 表4-2-6 專業認同之描述性統計……………………………………………….48 表4-2-7 轉業傾向之描述性統計……………………………………………….48 表4-3-1 個人基本資料與專業認同之雙變項分析…………………………….53 表4-3-2 工作現況與專業認同之雙變項分析………………………………….55 表4-3-3 工作現況與工作特性MPS之雙變項分析……………………………56 表4-3-4 工作特性與專業承諾之雙變項分析…………………………………..57 表4-3-5 工作特性、性別意識、工作家庭衝突與專業承諾、轉業傾向之 雙變項分析…………………………………………………………….57 表4-4-1 控制變項、工作特性、性別意識、工作家庭衝突與情感性承諾之 迴歸分析……………………………………………………………….65 表4-4-2 控制變項、工作特性、性別意識、工作家庭衝突與持續性承諾之迴歸分析……………………………………………………………….66 表4-4-3 控制變項、工作特性、性別意識、工作家庭衝突與規範性承諾之 迴歸分析………………………………………………………………67 表4-4-4 控制變項、工作現況、性別意識、工作家庭衝突與情感性承諾之 迴歸分析………………………………………………………………68 表4-4-5 控制變項、工作現況、性別意識、工作家庭衝突與持續性承諾之 迴歸分析………………………………………………………………69 表4-4-6 控制變項、工作現況、性別意識、工作家庭衝突與規範性承諾之 迴歸分析………………………………………………………………70 表4-4-7 轉業傾向之迴歸分析…………………………………………………73 表5-1-1 研究假說驗證結果……………………………………………………82 圖目錄 圖 2-1 工作特性模式………………………………………………………….10 圖 3-2-1 研究架構 ……………………………………………………………..20 | |
dc.language.iso | zh-TW | |
dc.title | 婦產科醫師工作現況、工作特性與專業承諾之相關研究 | zh_TW |
dc.title | A Study of the Current Work Conditions、Job Characteristics and Professional Commitment Among Ob/Gynecologists | en |
dc.type | Thesis | |
dc.date.schoolyear | 99-1 | |
dc.description.degree | 碩士 | |
dc.contributor.oralexamcommittee | 邱瓊萱,王炯琅 | |
dc.subject.keyword | 婦產科專科醫師,工作特性,專業承諾,轉業傾向,性別平等意識,工作家庭衝突, | zh_TW |
dc.subject.keyword | OB/Gynecologist,Job Characteristic,Professional Commitment,Turnover Tendency,Gender Equality,Work-Family Conflict, | en |
dc.relation.page | 94 | |
dc.rights.note | 有償授權 | |
dc.date.accepted | 2011-02-08 | |
dc.contributor.author-college | 公共衛生學院 | zh_TW |
dc.contributor.author-dept | 健康政策與管理研究所 | zh_TW |
顯示於系所單位: | 健康政策與管理研究所 |
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