| Summary: | 碩士 === 國立臺灣大學 === 醫療機構管理研究所 === 97 === This study aimed to investigate the association among organizational commitment, job satisfaction and turnover intention in Taipei City Health Center.
Cross sectional study was designed in this study and data was collected via structured questionnaire from 6th to 16th March 2009 and 330 questionnaires were sent out. The eligible subject included all employees in Taipei City Health Center but excluded directors. 327 questionnaires were replied, but 2 were invalid. Therefore, there are 325 valid questionnaires, with 98.5% response rate. Statistical methods included reliability analysis, descriptive statistics analysis and inferential statistical analysis, with using t-test, one way analysis of variance and multiple regression analysis via SPSS software vision 12.0.
The result of this study explored,
(1)Employees of the health centre had slight higher middle level of commitment to the current organization. Meanwhile, with slight higher middle level of job satisfaction. Although the subjects with higher intention of leaving, the slight lower of other job hunting.
(2) Seven personal characteristics, included age, marital status, number of dependents, educational level, position title, person in charge and years of service had significant impact to organizational commitment.
(3) There were significant associations between job satisfaction and the subjects’ gender, educational level, position title and person in charge.
(4) The result appeared a significant negative association between organization commitment and turnover intention, especially the impact of affective commitment. Additionally, it displayed a significant negative association between job satisfaction and turnover intention, particularly, the impact of the extrinsic satisfaction obviously the most. Furthermore, an organizational commitment impacts to employees’intention of leaving was greater than job satisfaction.
(5) There was a positive association between organizational commitment and job satisfaction, means that higher job satisfaction with higher organizational commitment.
(6) Based on the result analyzed by multiple regression analysis, the factors impact on turnover intention associated with two variables, affective commitment and normative commitment.
(7) The subjects with 4-6 years of service and 2-3 years of service had lower organizational commitment than ＜1 year subjects, also, with higher intention of turnover. In addition, non-managerial staffs with lower intrinsic satisfaction and extrinsic satisfaction than managerial staffs had higher turnover intention.
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