臺灣博碩士論文加值系統

研究背景:長照A單位個管員為2017年建構在長照2.0之下『社區整合照顧服務計畫』新興之長照角色，較少研究探討其工作壓力及其相關因素。
研究目的:本研究為(1)探討A單位個管員人口學資料、內外控人格特質、家庭支持、組織因素與工作壓力相關性 (2)分析那些因素為工作壓力之預測因子?
研究方法:本研究為橫斷式描述性研究設計，採立意取樣，收案期間為2022年3月9日至2022年6月30日，以北部(台北、新北、桃園)A單位個管員為研究對象，以自擬結構式問卷及具良好信、效度問卷進行資料收集，研究資料採用描述性統計及獨立樣本t檢定、單因子變異數分析、皮爾森相關係數、多元線性回歸進行資料分析。
研究結果:本次研究收案對象共160人，A個管員平均年齡為37.44歲±7.9歲，以女性為多數，佔137人(86%)，專業背景以護理科畢業者居多87人(54.3%)，與工作壓力相關因素包括年齡、有無子女、自覺體況、專業背景、A單位隸屬縣市、討論照顧組合與個案或家屬溝通討論問題上時間花費、內控人格特質、情感性家庭支持、倡導型領導，其中以倡導型領導風格為工作壓力之顯著預測因子。
結論:本研究發現倡導型領導風格對於工作壓力之個人疲勞、工作疲勞、工作過度投入疲勞為顯著預測因子，顯示組織領導風格於工作壓力為一重要影響因素。

Abstract
Research background: The administrator of long-term care unit A is an emerging long-term care role under the "Community Integrated Care Service Plan" constructed under the long-term care 2.0 in 2017. Few studies have explored the work stress and related factors.
Research purposes: This study aimed to (1) explore the relationship between demographic data, internal and external control personality traits, family support, organizational factors and work stress of individual administrators in unit A, and (2) analyze which factors are the predictors of work stress.
Research method: This study is a cross-sectional descriptive research design, with intentional sampling, and the case acceptance period is from March 9, 2022 to June 30, 2022, with a staff member of unit A in the north (Taipei, New Taipei, Taoyuan) As the research object, self-made structured questionnaires and questionnaires with good reliability and validity were used to collect data. The research data were analyzed using descriptive statistics, Independent Sample t-test, analysis of variance( ANOVA), Pearson correlation coefficients, multiple linear regression.
Research results: A total of 160 cases were accepted in this study, and the average age of administrators A was 37.44 ± 7.9 years old. Most of them were women, accounting for 137 people (86%), and most of them were nursing graduates (87 people) 54.3%), factors related to work stress included age, whether there were children, health status,, professional background, unit A’s affiliation to the county or city, time spent discussing the care combination and communicating with the individual or family members, internal control personality traits, emotional family support , and advocacy leadership; among these factors , the advocacy leadership style is a significant predictor of work stress.
Conclusion: This study found that advocacy leadership style is a significant predictor of personal fatigue, work fatigue, and work over-commitment fatigue in work stress, indicating that organizational leadership style is an important factor affecting work stress.
Keywords: case management, long-term care, work stress, internal and external control personality traits, family support, organizational leadership style.

目次
致謝................................................................................................................................i
中文摘要.......................................................................................................................ii
Abstract.........................................................................................................................iii
目次............................................................................................................................... v
表目次.........................................................................................................................vii
圖目次.........................................................................................................................vii
第一章 緒論................................................................................................................. 1
第一節 研究背景與動機............................................................................. 1
第二節 研究目的......................................................................................... 5
第三節 研究問題......................................................................................... 5
第二章 文獻探討......................................................................................................... 6
第一節 工作壓力......................................................................................... 6
第二節 內外控人格特質與工作壓力......................................................... 8
第三節家庭支持與工作壓力....................................................................... 9
第四節 組織因素與工作壓力................................................................... 10
第三章 研究方法....................................................................................................... 12
第一節 研究架構....................................................................................... 12
第二節 研究流程....................................................................................... 13
第三節 研究變項定義............................................................................... 14
第四節 研究對象及地點........................................................................... 16
第五節 研究工具....................................................................................... 17
第六節 資料統計與分析........................................................................... 23
第四章 研究結果....................................................................................................... 25
vi
第一節社會人口學分布與工作壓力相關性............................................. 25
第二節 內外控人格特質分布與工作壓力相關性................................. 44
第三節 家庭支持分布與工作壓力相關性............................................... 45
第四節 組織因素-主管領導風格分布與工作壓力相關性...................... 46
第五節 預測工作壓力相關因素............................................................... 47
第五章 討論............................................................................................................... 52
第一節 社會人口學與工作壓力相關性................................................... 52
第二節 內外控人格特質與工作壓力相關性........................................... 55
第三節 家庭支持與工作壓力相關性....................................................... 56
第四節 組織因素-主管領導風格與工作壓力相關性.............................. 57
第五節 預測工作壓力相關因子............................................................... 58
第六章 結論與建議................................................................................................. 60
第一節結論................................................................................................. 60
(二)工作壓力之預測因子 .......................................................................... 61
第二節臨床應用與建議............................................................................. 62
(一)護理實務 .............................................................................................. 62
(二)護理研究 .............................................................................................. 62
(二)護理政策 .............................................................................................. 63
第三節限制與建議..................................................................................... 63
參考文獻..................................................................................................................... 64

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