為提昇企業競爭力，人力彈性運用策略已漸為企業所重視。而就醫院經營而言亦是如此；近年來醫院為因應成本考量與維持高品質的醫療水準，彈性護理人力的使用已成為醫院人力運用的一大策略；本研究欲探討於醫院中，不同僱用別的護理人員其組織承諾、專業承諾與工作表現行為的關係，以提供學術研究及管理實務上的參考。本研究以不同僱用別與個人屬性之變項作為自變數，組織承諾與專業承諾為中介變數，護理人員之工作表現行為(包括堅守本分行為、人際利他行為與組織公益行為)為依變數。本研究方法包括個案訪談與問卷發放，至於資料分析方法則包括描述性統計、單因子變異數分析、t檢定、相關分析與回歸分析等；本研究結果發現：

1.不同個人屬性的護理人員在組織承諾、專業承諾與工作表現行為有顯著性差異
2.不同僱用別的護理人員在組織承諾與專業承諾上有差異但不明顯
3.同一種身分別的護理人員(正職或非正職護理人員)其專業承諾皆高於組織承諾
4.正職護理人員在人際利他與組織公益行為上高於非正職護理人員
5.正職護理人員其組織承諾、專業承諾與工作表現行為呈現顯著正相關

依據上述研究結果，本研究對醫院的建議為提高護理人員的組織承諾與專業認同是有助於達到良好的工作表現行為，此外,醫院的確可以透過使用非典型護理人力來降低成本與維持醫療品質，唯在工作任務上應做重新規劃與安排。對後續研究者的建議為採多來源的問卷收集方式、選取不同的樣本比較分析及抽樣對象的多方考量等。

In order to enhance competence of companies , flexible human resource strategies have become more and more important in many companies as well as in hospitals. Hospitals now focused in decreased cost to improve profit and maintain their high quality of medical treatment. Flexible nursing manpower has become the main human resource strategy used in hospitals. This study focuses to investigate different working status nursing staffs in hospitals and analysis their organizational commitment , professional commitment and work performance .
The critical findings of this study are as follows
1. Different demographic characteristics of nursing staffs have significant difference in organizational commitment , professional commitment and work performance.
2. Different working status nursing staffs in organizational commitment and professional commitment are different but not significant.
3. With the same working status of nursing staffs, they have stronger professional commitment than organizational one.
4. Formal nursing staffs have stronger organizational citizenship behavior than contingent ones.
5. The correlation shows that organizational commitment and professional commitment of formal nursing staffs relates positively to their behaviors of work performance.
Based on the findings of this study, suggestions are made at two levels：The hospitals and future research. For the hospitals , enhancing organizational and professional commitment of nursing staffs is good at their behaviors of work performance. Besides , if hospital can rearrange work tasks , it is good idea to use contingent nursing staffs to reduce manpower cost of hospital. For the future researches , they can compare behaviors among different industries and different professional areas.

目 錄
頁次
第一章 緒論
第一節 研究背景與動機……………………………………………………1
第二節 研究目的……………………………………………………………2
第二章 文獻探討
第一節 人力資源彈性化之趨勢……………………………………………3
第二節 非典型聘僱及工作型態……………………………………………5
第三節 非典型聘僱與醫院…………………………………………………12
第四節 組織承諾與專業承諾之相關研究…………………………………13
第五節 組織公民行為與堅守本分行為之相關研究………………………21
第六節 組織承諾、專業承諾與組織公民行為、堅守本分之相關研究…23
第七節 非典型工作者之承諾變項與組織公民行為相關研究……………25
第三章 研究方法
第一節 研究流程……………………………………………………………26
第二節 研究架構……………………………………………………………28
第三節 研究假設……………………………………………………………29
第四節 抽樣方法與樣本分佈………………………………………………31
第五節 變數的操作型定義…………………………………………………33
第六節 衡量方法與問卷之信度分析………………………………………35
第七節 資料分析方法………………………………………………………37
第四章 研究結果
第一節 個案訪談結果分析…………………………………………………39
第二節 各變項間的描述性分析……………………………………………45
第三節 比率分析……………………………………………………………53
第四節 差異性分析…………………………………………………………55
第五節 相關分析……………………………………………………………64
第六節 回歸分析……………………………………………………………70
第五章 結論與建議
第一節 研究結論……………………………………………………………77
第二節 研究建議……………………………………………………………85
第三節 研究限制……………………………………………………………87
參考文獻……………………………………………………………………….88
附錄：
研究問卷…………………………………………………………………………98
個案訪談逐字稿…………………………………………………………………102

一 中文部分

甘水美(2002)，臨時員工之內外控傾向對工作滿意與組織承諾關係之影響，
國立中央大學人力資源管理研究所碩士論文。

成之約(1999)，「淺論非典型僱用關係工作型態的發展與影響」，勞工行政，139期： 10-18。

成之約(1998)，「淺論派遣勞動及其對勞資關係的影響」，就業訓練，16卷6期：3-11。

呂桂雲，秋香蘭(1998)，護生專業承諾之研究，護理研究，6卷2期。

李元隆，（2000），台灣人才派遣業現況之研究--以日本人才派遣業為比較基礎，國立中山大學人力資源管理研究所碩士論文。

林鉦棽(1999)，組織承諾、工作滿足與組織公民行為之研究：各種不同理論模式之比較，中山管理評論，7(4)：1049-1073。

林淑姬(1992)，薪酬公平、程序公正與組織承諾、組織公民行為關係之研究，國立政治大學企業管理研究所博士論文。

林素貞，（2001），企業使用非典型勞動的原因與影響之研究，中國文化大學勞工研究所碩士論文。

李誠、成之約、辛炳隆，（2000），「勞動市場彈性化與非典型僱用」，台北：行政院勞委會編印。

李毓祥 (2000)，部分工時人力運用與組織績效之實證研究--以量販店為例。靜宜大學企業管理學系。

何明信 (2000)，承攬商臨時工之工作型態及人力資源管理實務之研究－以高雄市石化業為例，國立中山大學人力資源管理研究所碩士論文。

胡瓊泰（1999），工作生活品質、組織承諾與組織公民行為之相關性研究---以高科技產業為例。國立中山大學人力資源管理研究所碩士論文。

黃景泰(1999)，組織背景因素與組織規章對於企業人力彈性運用影響之研究，國立中山大學企業管理研究所碩士論文。
黃景琳(1998)，中小製造業專技人員組織承諾與專業承諾關係及影響之探討---以中小製造業為例，中原大學企業管理學系碩士論文。
陳正良(1994)，「派遣業勞工之僱用關係與勞動條件」，勞資關係月刊，12卷12期：
6-15。

陳錦慧(2001)，非典型聘僱的決定因素及績效評估，國立中山大學人力資源管理研究所碩士論文。

陳泓鍵(2002) ，派遣員工的工作動機、工作特性對工作滿足的影響—決策捕捉方法的實證研究，國立中央大學人力資源管理研究所碩士論文。
蔡秋月(2001)，護理人員組織承諾、工作滿足與組織公民行為之研究---以台灣南部醫療機構為例，國立中山大學人力資源管理研究所碩士在職專班碩士論文。
凌欣慧(1997)，生涯階段與工作行為關係之研究---專業承諾與組織承諾為中介效果分析，國立中山大學人力資源管理研究所碩士論文。

羅奉文(2001)，勞動市場彈性化之研究---以部分工時為例，國立中央大學人力資源管理研究所。

許妙穗（2001），我國人力派遣制度安排之探討，國立中山大學人力資源管理研究所碩士論文。

蔡博全（2000），國內人力派遣業制度運作及人力資源管理實務之探討－以美國相關產業為對比，國立中山大學人力資源管理研究所碩士論文。

簡建忠（1999），「台灣派遣勞工對派遣工作看法之研究」，勞資關係論叢，9期：99-124。

游文瓊(2001)，人力彈性運用制度安排及其影響之探討---以醫院護理人員為例，國立中山大學人力資源管理研究所碩士在職專班碩士論文。

張愷倫(2001)，人力派遣業之跨國性比較–以在台執業之人力派遣業者為例，國立中山大學人力資源管理研究所碩士論文。

范夙慧(1997)，人力資源管理彈性策略對離職率、缺席率與工作生活品質影響之研究---以醫院為例，國立中山大學人力資源管理研究所碩士論文。

蕭予伶、盧美秀(1996)，臨床護理人員之組織承諾、組織留任與專業留任的相關性研究，護理研究，4(2)：137-149。

扈克勛(2000)，醫院人力資源彈性之研究，國立中山大學人力資源管理研究所碩士論文。

陸儀勳(1996)，員工認知因素與工作價值對組織公民行為影響之研究：以高雄地區金融業櫃檯從業人員為例，國立中山大學人力資源管理研究所碩士論文。

郭嘉珍(1999)，員工協助方案需求與「工作滿足」、「生活品質」、「組織承諾」之相關性探討---以統一企業實證為例，國立中山大學人力資源管理研究所碩士論文。

鄢繼仙(2001)，暫時性工作安排之初探---以N公司為例，國立中山大學人力資源管理研究所暑期專案研究論文。


二 英文部分

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