A Study on the Relationships Among Job Satisfaction, Turnover Tendency and Organizational Performance in Healthcare Settings

• Main Author: 吳佳蓉
• Other Authors: 黃維民
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/50541340925060701316

碩士 === 義守大學 === 管理科學研究所 === 91 === The purpose of this research was to study the relationships among the job satisfaction, turnover tendency and organizational performance in healthcare Settings. The substantial suggestions of employees and the potential factors of turnover were thoroughly analyzed in this study. Moreover, the managerial strategy to deal with turnover rate and to establish the good compromise between healthcare consumers and providers will be the key concept for the healthcare settings. Therefore, Organizational culture, internal customers satisfaction, turnover reduction and healthcare quality are the critical issues needed to be investigated. The research sample were drawn from a certain regional hospital in southern Taiwan. The research design was structured survey study. The job characteristics, salary/benefit, leadership / communication, environment, development and individual characteristics were be analyzed in the study. Statistical methods such as descriptive analysis, variable analysis, reliability test, and Pearson’s correlation coefficient were also applied. The significant findings in this study were following: 1. for the job satisfaction: (1) distance from home, harmony with colleagues and religion motivation were the three critical factors to encourage employee to stay, rate(79%;88%) (2) both job characteristics and leadership / communication, rate(66%;67%) were more satisfied than salary / benefit, rate(56%;46%). (3) for the dissatisfied staffs, nurses with working experience 2~5 years, non-administrative position, non-catholic religion, and low income were dominant subjects. 2. for the turnover tendency: (1)switch to better job, continue education, family factors and low income were the four important factors. (2)younger, junior experience and college education level were the three factors to leave in the category of individual characteristics. (3)nurses, medical technicians and non-administrative staff were more likely to turnover than others in the category of job characteristics. 3. for overall job satisfaction in different years: more satisfaction in the 2nd year than the first year. 4. for turnover tendency in different years: lower turnover rate in the 2nd year than the first year. 5.for organizational performance in different years: more healthcare production in the 2nd year than the first year. Accordingly, for the research results, we will conclude that adequate work loading, reasonable income/benefit and effective communication will be substantial recommendations for those hospital managers and human resources specialists.