[[alternative]]The Factors Related to Organizational Commitment in Medical Social Workers

[[abstract]] 研究問題：1.到底醫務社會工作人員組織承諾的趨勢為何？2.醫務社會工作人員組織承諾的組成要素為何？與一般專業有何不同？3.影響醫務社會工作人員組織承諾的因素為何？是個人因素或組織相關因素之影響性比較大？4.醫院社工部門、醫院、政府政策、社工專業組織與教育單位，如何來面對這些組織不承諾的現象？ 研究方法：本研究採問卷調查法蒐集資料，研究對象為民94年凡經衛生署評鑑為區域或醫學中心等級之醫療院所中專職醫務社會工作人員。並以描述性統計、相關分析、 t檢定、單因子變異數分析、信度分析、因素分析、多元迴歸分析等統計方法，分析問卷所得資料，檢證影響醫務社工組織承諾之因素。 本研究具體之研究結果包含如下：1.個人特徵、結構特徵、角色特徵、工作經驗對組織承諾有顯著相關存在。2.個人特徵變項、結構特徵變項、角色特徵變項、工作因素變項對組織承諾有顯著差異關係存在。3、對組織承諾之迴歸分析中，社工人力、角色混淆、角色衝突、主管/同儕支持、團隊支持達到統計上的顯著意義。 結論：本研究中醫務社工呈現年資淺，對組織有不承諾之趨勢、情感承諾是最重要的組織承諾內容，在預測組織承諾之因素上，環境變項是主要影響因素。本研究發現，組織條件對組織承諾有正向之影響，即工作環境之支持性越高，醫務社工的組織承諾越高。基於此，研究者建議醫院管理者應思考強調以情感支持設計為主之留才措施，經營令人愉快的工作環境，來改善目前醫務社工人員流動率偏高的現象。[[abstract]] Subject: 1. What is the tendency of organizational commitment among medical social workers? 2. What are essential components to the medical organizational commitment among medical social workers? What is the difference between the medical social workers and other professionals? 3. What are the factors that have an impact on organizational commitment among medical social workers? Does individual factors outweigh organization factors? 4. How shall the social work department, the hospital, the government policy, the organizations of professional social workers and the education units confront the phenomenon on the lack of commitment? Method: A tool used to collect data in this research study is questionnaire. The study population was hospital based social workers practicing in regional hospitals or medical centers that were accredited by the Department of Health in 2005. The statistical methods involve Descriptive statistic,Correlation analysis, T-test, One-way ANOVA, Reliability analysis, Factor analysis, and Multiple regression analysis, to analyze the data and to demonstrate the factors that influence medical organizational commitment among medical social workers. Findings: 1. A strong correlation was revealed between the organizational commitment and personal characteristic, the structural characteristic, the role characteristic, and the work experiences. 2. Personal characteristic variables, the structural characteristic variables, the role characteristic variables, and the work factor variables appeared remarkable variation to the organizational commitment. 3. In regression analysis for the organizational commitment, the manpower, the role confusion, the role conflict, the supervisor/peer supports, and the team supports reveal significant relations statistically. Conclusion: The research finds that the social workers practice fewer years in the organization demonstrate no commitment to the organization. The affective commitment is the key to the organizational commitment. The environmental variables were significant predictors of the organizational commitment. This research discovers that organizational condition has positive influence on organizational commitment, i.e. the fuller support from the working environment, the higher the organizational commitment. The findings suggest the need for the hospital management to consider delivering affective support to boost the organizational commitment. To design favorable working conditions is a fundamental approach to improve high turnover rate in medical social workers