Impacts of Manpower Flexibility Strategy on Job Satisfaction and Organizational Commitment of NursesImpacts of Manpower Flexibility Strategy on Job Satisfaction and Organizational Commitment of NursesImpacts of Manpower Flexibility Strategy on Job Sat

• Main Authors: I-Fen Tang, 湯怡芬
• Other Authors: 黃國哲
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/19986290911722134968

碩士 === 臺北醫學大學 === 醫務管理學研究所 === 95 === Due to a very competitive healthcare market, it’s important to leverage a strategy for hospital administration. However, the key point of enforcement process counts on the hostipal crew members’ job satisfaction, and organizational commitment. The purpose of this research is to explore the impact of manpower flexibility strategy on job satisfaction and organizational commitment of nurses who work in domestic hospital utilizing manpower flexibility. Study sample is based on clinic 300 nurses from Hsin-Chu Sien/City four hospitals and who work over one year. A total of 252 structured questionnaires were returned, with an overall response rate of 84%. The independent variable of this research is manpower flexibility strategy and the dependent variable is job satisfaction and organizational commitment. Moreover, the control variable is the personal characteristics of nurses. The study shows (1) the proportional relationship between the leverage of job flexibility strategy, salary flexibility strategy and quantity flexibility strategy and job satisfaction, organizational commitment of nurses. (2) the proportional relationship between nurses age, overall working years, current job working years and internasatisfaction, affective and normative commitment. (3) the remarkable impact of job flexibility strategy, salary flexibility strategy and quantity flexibility strategy on job satisfaction of nurses. (4) the obvious effects of salary flexibility strategy on organizational commitment of nurses. (5) a substantial difference of job satisfaction for different nurses’ title and working experiences. (6) a substantial difference of organizational commitment for different nurses’ age, current job working years, full/part time, title and responsibilities. To sum up, the results reflect manpower flexibility strategy and personal characteristics have a substantial influence on job satisfaction and organizational commitment. The results of this research may provide a reference for hospital administrator while he/she manages manpower management strategy. Key words：Manpower flexibility strategy, Job satisfaction, Organizational commitment.