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The Effects of Positive Organizational Climate on the Relationship of Psychological Capital with Job-Related Outcomes among Hospital Professionals
Number of pages
陳世哲, 林鉦棽, 林豪傑, 林妍如
Shih-Jer Chen; Cheng-Chen Lin; Hao-Chieh Lin; Blossom Yen-Ju Lin
Date of Exam
Date of Submission
Positive organizational behavior, Psychological capital, Organizational climate, Medical management
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According positive organizational behavior, psychological capital is a psychological resource and capacity that have been determined to best meet the high-risk and more stressful hospital workplace. The purpose of the study was to examine how positive organizational climate (safety, justice, and supportive climates) has an impact on the relationships between psychological capital and job-related variables (job performance, job satisfaction, and turnover) among hospital professionals.
Eight hundred and twenty-three hospital professionals were recruited, including physicians, nurses, and administrative staff, etc., from medical center in southern Taiwan. The surveys were conducted during three time points two weeks apart. Participants were asked to answer the positive organizational climate questionnaire at time 1, psychological capital questionnaire at time 2, and job-related and demographic questions at time 3. The data of job performance were measured with objective performance ranking collected from human resource database.
Hierarchical linear model was used to examine the study hypotheses. The results showed that hospital employees' psychological capital had an significant influence on job performance, job satisfaction, and turnover. Moreover, psychological capital mediated the effects of positive organizational climate on job-related variables. For example, procedural justice climate had an significant influence on job performance, job satisfaction, and turnover through the effect of psychological capital. Organizational supportive climate only had an significant influence on turnover through psychological capital. Finally, The level of positive organizational climate had various influences on the relationships between psychological capital and job-related variables. For example, organizational safety climate moderated the effect of psychological capital on job performance and turnover. Distributive justice climate only moderated the relationship between psychological capital and job satisfaction.
The study found that psychological capital would play an important role in the field of hospital management, and suggested that supervisors should actively develop employees' psychological resources by establishing the sufficient and appropriate policies, rules, and practices to meet the criteria of safety, justice, and support.
目次 Table of Contents
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 6
第二章 文獻探討 9
第一節 正向組織行為 9
第二節 心理資本 13
第三節 組織氣候 15
第四節 心理資本與工作表現、工作滿意度與離職意圖 18
第五節 正向組織氣候、心理資本與工作相關變項 21
第三章 研究方法 28
第一節 研究對象與程序 28
第二節 研究變項之操作型定義 32
第三節 驗證性因素分析 38
第四節 統計與資料分析 40
第四章 研究結果 47
第一節 描述性統計分析 47
第二節 相關係數分析 52
第三節 階層線性模式分析 54
第五章 討論 80
第一節 醫療專業人員的心理資本與工作相關變項之關係 80
第二節 醫療專業人員的心理資本之跨層次中介效果 82
第三節 醫療專業人員的正向組織氣候之跨層次調節效果 83
第四節 研究貢獻與管理意涵 84
第五節 研究限制與未來建議 85
第六節 結論 87
附錄1 第一階段問卷 108
附錄2 第二階段問卷 112
附錄3 第三階段問卷 116
附錄4 醫療專業人員的專業別之調節效果分析 118
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