Chu C-I, Hsu H-M, Price J L, Lee J-Y
Public Health Department, Tzu Chi University, 701 Section 3, Chung-Yang Road, Hualien 970, Taiwan.
Int Nurs Rev. 2003 Sep;50(3):176-82. doi: 10.1046/j.1466-7657.2003.00165.x.
The purpose of this research was to empirically test a model of job satisfaction in Taiwan.
The model represents a revision of the Price-Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction.
The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable "routinization" had the greatest impact on job satisfaction, followed by the personality traits "positive affectivity" and "job involvement". Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates.
It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.
本研究旨在对台湾地区的工作满意度模型进行实证检验。
该模型是对普莱斯-米勒模型的修订，其基于1972年以来在爱荷华大学开展的实证研究。这一实证检验有助于将美国国内关于工作满意度的研究成果推广至跨国环境中去。
基于对台湾地区308名非管理岗位医院护士的抽样调查结果表明，修订后的模型解释了工作满意度中45%的方差变异。工作特征变量“常规化”对工作满意度的影响最大，其次是人格特质“积极情感”和“工作投入”。尽管改变护理工作的常规性质具有难度，但管理者应努力使工作描述多样化并赋予下属权力。
建议了解护士人格信息将有助于预测其未来的工作满意度，并可能改进人员选拔。此外，应仔细研究并酌情实施针对不同人格特质的不同管理风格或奖励系统。
