The relationship among job involvement and service attitude in terms of organizational commitment-Take volunteering service in hospitals as an Example

• Main Authors: Pei-Chun Hsieh, 謝佩君
• Other Authors: Li Chang
• Format: Others
• Language: zh-TW
• Published: 2015
• Online Access: http://ndltd.ncl.edu.tw/handle/294g3v

碩士 === 世新大學 === 企業管理研究所(含碩專班) === 103 === The opportunities associated with hospital-related volunteering service have been booming in recent years. Since the qualities of medical service have not been able to sustain with the current human resources, other social recourses would be desperately necessitated. Volunteering service just fulfill the urge perfectly. Similar to other volunteering management patterns, the procedures of recruiting – opting – appointing – training – supervising – assigning, volunteering service has progressively developed a proficient management model. In the perspective of hospitals, the efficiencies of managing and applying volunteering human force can not only improve the service quality, but also elevate social images for volunteers and hospital itself. Volunteering is a valuable asset, especially to Non-profit organizations. It would be highly beneficial to them if the human force could be applying proficiently. The meaning of organization’s commitment is the members have the similarities in behaviors and personal values; therefore, they would furtherly be attracted to join the institution. With the central concept of win-win, the institutional management would emphasize on realizing the commitment between members and the organization which would benefit the development for both parties. Meanwhile, the devotion for volunteers could also be positively correlated with the organization’s commitment. So it brings us to the challenge of how to inspire the volunteers and arouse their recognition to the organization. Last but not least, the correlation between organization’s commitment, volunteers’ devotion and service attitude would also be another aspect for us to pay attention to. Therefore, the study would be mainly focusing on whether the volunteers’ commitment affects the service attitude and the levels of the dedication; furthermore, it would discuss whether the factor of sexuality participates in the study - based on religious-type hospitals and non-religious-type one. With deep interviewed, information synthesized and analyzed, we have the conclusions stated below： 1. Recognition to the organizations is not only crucial to volunteers; furthermore, it could even be the essence for volunteers to be attracted to the volunteering services in the hospitals. Therefore, to elevate the organizational commitment would be critical when it comes to volunteer’s recruitment and retention. 2. The difference of organizational commitment does exist among religious hospitals, non-religious hospitals and sexualities. Due to the common faith and core values, volunteers in religious hospitals usually obtain higher commitment compared to the non-religious ones. In sexuality, female volunteers do possess higher commitment than males. Since they are not the main income providers in the family in Taiwanese society, they usually have more spared time to devote themselves to the volunteering service. Through the activities, they even could learn new skills and strive for self-achievements. All of these factors would attract them to devote in volunteering services. 3. Generally speaking, volunteers would apply themselves to the services once the organization is recognized. The difference of devotion to the services is little among religious hospitals, non-religious hospitals and sexualities. Since the evaluating measure is deficient in this study to job involvement, there would be no comparison explicitly here. 4. Service attitude would be varied caused by volunteer’s personal issues and expertise. Presenting decent service attitude is not necessary related to elevating the personal and organization’s social status. But interestingly, religious volunteers would be relatively affected by the social opinions in terms of service attitude. 5. Once volunteers recognize the organization, the passion would be higher. Even the commitment exist, the lack of devotion would damp the enthusiasm. Providing the comprehensive training system, caring and encouragement would enhance the degrees of loyalty and fulfillment. The difference of organizational commitment does exist between religious hospitals and non-religious hospitals volunteers. However, sexualities have no significant difference related to organizational commitment in job involvement. 6. In sexuality, female volunteers in hospitals do possess higher commitment than males. This would apply to job involvement and service attitude, Since the interest of studying in NPOs has aroused, more attentions have been paid in the management issue in volunteering human force. The studies of volunteers among all types of religious hospital could be a further research topic in order to acknowledge the correlation of organizational commitment and work devotion in volunteering service aspect in depth to complement. Moreover, it would be suggested that customers’ opinions, the patients been treated by hospital volunteers in this study, should be included and scrutinized to complement the lack of service attitude information.