臺灣博碩士論文加值系統

目前國內護理人力不足問題十分嚴重，如何降低護理人員的離職意圖，實刻不容緩。Hayes et al. (2006, 2012)進行護理人員離職的文獻回顧中發現，許多文獻證實護理人員離職對組織的成本、對病人、對健康照護體系皆有影響。而國內醫療機構護理人力不足問題，存在已久，早在90年代，藍忠孚等人(1991)為瞭解台灣地區臨床護理人力高度異動和流失的原因，進行全國性問卷調查，迄今，護理人力不足問題依然存在，有鑑於此，本研究進行部門別人格特質、組織承諾對減少護理人員離職意圖的研究，期待從探討這些構面間的關聯性，提出學術與管理上的建議。
本研究採用結構方程式(Structural equation Modeling, SEM)、SPSS、Process等統計方式來探討部門別人格特質、組織承諾對護理人員離職意圖之影響，結果顯示五大人格特質中友善性會正向影響組織承諾，且透過組織承諾的中介效果，影響離職意圖；而神經質會負向影響組織承諾；研究結果可作為醫療機構招募、徵選、訓練、升遷之參考。而組織承諾或直接負向影響離職意圖，醫院管理者應重視提高組織承諾的方法。本研究亦驗證溫暖型組織氣候之干擾效果，結果顯示溫暖型組織氣候會干擾神經質人格特質與組織承諾間的效果，並對此結果進行命題。
本研究進一步根據有顯著性的人格特質進行集群分析，結果顯示人格特質為有善性高、神經質低的族群，其組織承諾較其他群高，離職意圖較其他群低。而部門別的分析顯示，一般病房與急重症單位的組織承諾較低、離職意圖較高，上述研究結果對醫療機構管理有意義。

Nurse shortage is a serious problem, how to reduce nurse turnover intentions is very urgent. In view of this situation, the purposes of this study are to explore the effect of Big five personality and organizational commitment on nurse turnover intentions. The research object of this study focuses on nurse who works at northern teaching hospital in Taiwan. This research employs an empirical study by means of the structural equation modeling.
The results show that agreeableness personality is positively related to organizational commitment, neuroticism personality is negatively related to organizational commitment, and organizational commitment is negatively related to turnover intentions. In addition, this study finds out that organizational commitment mediate the negative relationship between agreeableness personality and turnover intentions. The results also demonstrate that warmth organizational climate moderate the negative relationship between neuroticism personality and organizational commitment.

謝詞 I
中文摘要 II
英文摘要 III
第一章　緒論 1
第一節　研究背景 1
第二節　研究動機 3
第三節　研究目的 6
第四節　研究問題 7
第二章　文獻探討 8
第一節　人格特質 8
第二節　組織氣候 19
第三節　組織承諾 28
第四節　離職意圖 33
第五節　假說建立 37
第三章　研究設計 43
第一節　研究流程 43
第二節　研究架構 44
第三節　研究設計 47
第四章 統計結果 50
第一節 敘述性統計 50
第二節 信效度分析 52
第三節 測量模型的評估 56
第四節 結構模型分析 59
第五節 中介效果分析 63
第六節 干擾效果分析 64
第七節 假說檢定 66
第八節 人格特質分群比較 68
第九節 部門別比較 77
第十節 迴歸分析 82
第十一節 深度訪談 84
第五章 討論與分析 92
第六章 結論與建議 95
第一節 研究結論 95
第二節 管理意涵 99
第三節 研究貢獻 101
第四節 研究限制與後續研究建議 104
參考文獻 105
附錄一　問卷 123
著作權聲明 129
圖3-1-1 研究流程 43
圖3-2-1本研究觀念架構 44
圖4-4-1 結構模型一 61
圖4-4-2 結構模型二 62
圖4-6-1 干擾效果檢驗概念圖(Conceptual Diagram) 64
圖4-8-1 護理人員人格特質分群雷達圖 74
圖4-8-2 護理人員人格特質分群象限圖 75
表2-1-1 五大人格特質與行為表現 12
表2-1-2 人格特質與組織承諾相關研究 17
表2-2-1 組織氣候與組織承諾相關研究 24
表2-2-2 組織氣候與離職意圖相關研究 26
表2-3-1 組織承諾與離職意圖相關研究 31
表3-3-1 人格特質問卷題項參考來源 48
表4-1-1 人口學變項敘述性統計分析 50
表4-2-1 題項之信度 53
表4-2-2 構面組合信度、平均變異萃取 55
表4-2-3 構面Pearson相關係數及平均變異萃取量取根號值 56
表4-3-1 測量模型適配值指標 57
表4-3-2 驗證性因素分析結果 58
表4-4-1 競爭模型之適配度 59
表4-4-2結構模型一路徑驗證結果 60
表4-5-1 中介效果 63
表4-6-1 干擾效果 65
表4-8-1 人格特質分類集群中心點 68
表4-8-2 集群、薪資交叉表 69
表4-8-3 集群、年資交叉表 70
表4-8-4 集群、年齡交叉表 71
表4-8-5 集群間離職意圖單因子變異數分析 72
表4-8-6 集群間組織承諾圖單因子變異數分析 73
表4-9-1 部門別人格特質平均數 77
表4-9-2部門別人格特質單因子變異數分析 77
表4-9-3 部門別友善性-事後檢定 78
表4-9-4 部門別4群人格特質分布情形 79
表4-9-5單因子變異數分析(ANOVA) 79
表4-9-6 Scheffe法和Bonferroni 法事後檢定 80
表4-10-1 迴歸分析模式摘要表(y=組織承諾) 82
表4-10-2迴歸分析模式摘要表(y=離職意圖) 83

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三、網路參考資料

中華民國護理師公會全國聯合會 http://www.nurse.org.tw/ 。
劉威德(2000)。認知場地論。教育大辭典，2000年12月。取自國家教育研究院http://terms.naer.edu.tw/detail/1313463/ 。

American Nurses Credentialing Center (2016). Forces of magnetism. Retrieved March 05, 2016, from http://www.nursecredentialing.org/Magnet/ProgramOverview/HistoryoftheMagnetProgram/ForcesofMagnetism#2