The importance of public hospitals is dwindling, and the National Health Insurance Bureau takes initiatives such as the system of payment retrenchment and the large reduction in official budgets due to the insufficiency of government finance in order to control the enlargement of medical expenditures. For this reason, it is necessary for public hospitals to make a change so as to get used to the change of the environment.
The research takes Kaohsiung Municipal United Hospital as an example to explore the correlation and effect of all the variables of employees¡¦ job insecurity during the pre- and post-mergence on job satisfaction, organization commitment, job involvement and the intent to quit. Meanwhile, hopefully the research can be the reference for managers in terms of human resource strategies while public hospitals are going to merge. There are two periods of distributing questionnaires. At first, 700 questionnaires one month before the hospital mergence (the end of November in 2002), the subject includes doctors, nurses, administrative staffs, medical technicians, and there are 390 returned questionnaires, which reaches 55.7% return rate. One year later after the hospital mergence, we perform again with 731 questionnaires , and 397 returned, which reaches 54.2% return rate. Here are the main finding (discoveries) of the research as follows:
1. The insufficiency of the consider before the hospital mergence and of the communication after the hospital mergence.
2. There are some differences of employees¡¦ job insecurity and employees¡¦ job attitudes, and the departmental mergence after the public hospital mergence.
3. Employees¡¦ helplessness has no effect between private enterprise and public hospital merging on their job satisfaction before the hospital mergence; employees¡¦ helplessness has the negative effect on their job satisfaction after the hospital mergence.
4. Employees¡¦ helplessness has no effect on their organization commitment before the hospital mergence; employees¡¦ helplessness has the negative effect on their organization commitment after the hospital mergence.
5. Employees¡¦ helplessness has no effect on their job involvement before the hospital mergence; employees¡¦ helplessness has the negative effect on their job involvement after the hospital mergence.
6. Employees¡¦ helplessness has no effect on their intent to quit before the hospital mergence; employees¡¦ helplessness has the positive effect on their intent to quit after the hospital mergence.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0520104-135456 |
| Date | 20 May 2004 |
| Creators | Wu, Maw-Shing |
| Contributors | Bih-Shiaw Jaw, Liang-Chih Huang, Kuo-Jen Su |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0520104-135456 |
| Rights | off_campus_withheld, Copyright information available at source archive |
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