Lin Blossom Yen-Ju, Wan Thomas T H, Hsu Chung-Ping Cliff, Hung Feng-Ru, Juan Chi-Wen, Lin Cheng-Chieh
Institute of Health Services Administration, College of Public Health, China Medical University, Taichung, Taiwan, ROC.
Health Serv Manage Res. 2012 May;25(2):68-77. doi: 10.1258/hsmr.2012.012011.
Given the limited studies on emergency care management, this study aimed to explore the relationships of emergency department (ED) culture values to certain dimensions of ED physicians' and nurses' work satisfaction and intent to leave. Four hundred and forty-two emergency medical professionals completed the employee satisfaction questionnaire across 119 hospital-based EDs, which had culture value evaluations filed, were used as unit of analysis in this study. Adjusting the personal and employment backgrounds, and the surrounded EDs' unit characteristics and environmental factors, multiple regression analyses revealed that clan and market cultures were related to emergency physicians' work satisfaction and intent to leave. On the other hand, adhocracy, market and hierarchical cultures were related to emergency nurses' work satisfaction. There do exist different patterns among various culture types on various work satisfaction dimensions and intent to leave of emergency physicians and nurses. The findings could offer hospital and ED leaders insights for changes or for building a better atmosphere to enhance the work life of emergency physicians and nurses.
鉴于急诊护理管理方面的研究有限，本研究旨在探讨急诊科（ED）文化价值观与急诊医生和护士工作满意度及离职意向的某些维度之间的关系。442名急诊医疗专业人员完成了员工满意度调查问卷，该问卷涉及119个医院急诊科，这些急诊科有文化价值评估记录，在本研究中作为分析单位。在调整了个人和就业背景以及周围急诊科的单位特征和环境因素后，多元回归分析显示，宗族文化和市场文化与急诊医生的工作满意度和离职意向相关。另一方面，灵活适应型、市场型和层级型文化与急诊护士的工作满意度相关。在急诊医生和护士的各种工作满意度维度和离职意向方面，不同文化类型确实存在不同模式。这些研究结果可为医院和急诊科领导提供见解，以进行变革或营造更好的氛围，从而改善急诊医生和护士的工作生活。
