根據正向組織行為的理論，心理資本是一種心理資源與能力，適用於高風險與高壓力的醫院工作環境，本研究的目的即欲探討醫療專業人員的正向組織氣候（包含組織安全、公平與支持氣候）如何對心理資本與工作表現、滿意度與離職意圖之間的關係產生影響。
本研究以南部地區醫學中心的823位醫療專業人員為研究對象，以三個時間點進行問卷調查，第一階段邀請醫療專業人員填寫安全、公平與支持組織氣候與人口統計等問題；第二階段填答心理資本量表；第三階段則回答工作滿意度與離職意圖等問題，工作表現則取自實際的績效級距。
本研究以階層線性模式進行跨層次的假設分析，結果顯示醫療專業人員的心理資本對工作表現工作滿意度與離職意圖具有顯著的影響。再者，心理資本在不同的正向組織氣候與工作表現、工作滿意度、離職意圖之間關係具有跨層次的中介效果，例如程序公平氣候皆會透過心理資本來影響工作表現、工作滿意度與離職意圖；而組織支持氣候僅會透過心理資本來影響離職意圖。最後，正向組織氣候對於心理資本與工作表現、工作滿意度、離職意圖之間關係亦會產生不同的影響，例如組織安全氣候會調節心理資本與工作表現、離職意圖之關係；分配公平氣候僅會調節心理資本與工作滿意度之間的關係。
本研究發現突顯了心理資本在醫院管理的重要性，建議醫院管理者必須藉由建構適當且充分的政策、制度或實務─安全、公平與支持，來主動地培養醫療專業人員的心理資本，並且確切地傳達醫院對於他們所期待的工作行為與態度。

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.

論文審定書 i
誌謝 ii
中文摘要 iii
英文摘要 iv
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
參考文獻 88
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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