論文摘要
根據衛生署統計資料顯示，我國近十年的醫療保健的需求與品質有長足的向上提升趨勢，不但各類醫療院所數目快數增加，投入此醫療產業之人力與資金也跟著快速成長，在此一趨勢中，產業之業務人員之重要性，也是不可忽視的一股力量。本研究即進一步去探討醫療器材產業之業務人員其金錢倫理觀與專業承諾、組織承諾之間的關係，並藉此找出對此產業之業務人員有效的激勵因素及管理建議，以提供實務界與有心進入此產業之人士參考。
本研究以醫療器材廠商之業務人員為主要研究對象，並依據對此產業特性之了解及文獻整理，以建立本研究架構，經過樣本調查後，以區塊回歸統計的方法來驗證樣本的金錢倫理觀對專業承諾與組織承諾之影響性，研究結果如下：

一.業務人員之金錢倫理觀對專業承諾的子構面有顯著影
響。
1.認為賺錢是重要的傾向愈強時，則對專業認同就愈
高。
2.認為賺錢是重要的傾向愈強時，則對專業投入就愈
高。
3.重視金錢預算的傾向愈強時，則對專業投入就愈高。
4.認為金錢是非內在激勵因素的傾向愈強時，則留業意
願就愈低。
5.認為金錢是激勵因素的傾向愈強時，則對專業認同就
愈高。
6.認同金錢代表權力的傾向愈強時，則留業意願就愈
低。
二.業務人員之金錢倫理觀對組織承諾的子構面有顯著影
響。
1.認為賺錢是重要的傾向愈強時，則對專業認同就愈
高。
2.認為金錢是非內在激勵因素的傾向愈強時，則留職意
願就愈低。
3.認為金錢是激勵因素的傾向愈強時，則對組織認同就
愈高。
4.認同金錢代表權力的傾向愈強時，則留職意願就愈
低。

Abstract

According to the statistics of Department of Health, demand and quality of health care have been increased for the past decade in Taiwan. Not only the number of medical organizations of various categories is increasing rapidly, but also human resources and capital invested in the medical industry have been growing fast. The importance of salesman in this trade cannot be underestimated any longer. A study on the correlations among money ethic, professional commitment and organizational commitment of the salesman in the medical devices dealers was made to locate useful motivation elements and management suggestions to the salesman in this field as well as to serve as a reference for people who have been in practice or intend to join this industry.
The subject of study was aimed at salesman of medical devices dealers. The structure of this study was established based on an understanding of properties of this industry and a review of documents. A sample survey was conducted and the impact of money ethic upon professional commitment and organizational commitment was examined in a statistical way of block regression. Results of this study are listed as follows:

1.The money ethic of salesman imposed
significant impact upon the sub-dimensions of
professional commitment.
（1）As the tendency of considering making money
was important was getting stronger,
professional identification became higher.
（2）As the tendency of considering making money
was important was getting stronger,
professional involvement became greater.
（3）As the tendency of budget emphasis was
getting stronger, professional involvement
became higher.
（4）As the tendency of considering money was no
intrinsic motivation element was getting
stronger, the willingness of staying in the
same profession was getting lower.
（5）As the tendency of considering money was a
motivation element was getting stronger,
professional identification became higher.
（6）As the tendency of identifying money stood
for power was getting stronger, the
willingness of staying in the same profession ]
was getting lower.
2.The money ethic of salesman imposed significant
impact upon the sub-dimensions of
organizational commitment.
（1）As the tendency of considering making money
was important was getting stronger,
professional identification became higher.
（2）As the tendency of considering money was no
intrinsic motivation element was getting
stronger, the willingness of staying in the
same profession was getting lower.
（3）As the tendency of considering money was a
motivation element was getting stronger,
organizational identification became higher.
（4）As the tendency of identifying money stood
for power was getting stronger, the
willingness of staying in the same profession
was getting lower.

目 錄

第一章 緒論 ……………………………………………………………1
第一節 研究動機與背景 …………………………………………………1
第二節 研究目的 …………………………………………………2

第一章 文獻探討 ……………………………………………………4
第一 節 醫療器材產業特性 ……………………………………………4
第二節 金錢倫理觀 ………………………………………………8
第三節 組織承諾 ……………………………………………………18
第四節 專業承諾 ……………………………………………………24

第三章 研究方法 ………………………………………………………27
第一節 研究架構 …………………………………………………27
第二節 研究假設 …………………………………………………29
第三節研究對象 ………………………………………………30
第四節 研究工具 …………………………………………………33
第五節 統計分析方法 ……………………………………………37

第四章 結果分析 ……………………………………………………39

第一節 背景資料、金錢倫理觀、專業承諾及組織承諾之相關分析…39
第二節金錢倫理觀對專業承諾、組織承諾之預測力 ………………45

第五章 結論與建議 ……………………………………………………58
第一節 結論 ………………………………………………………58
第二節 討論 ……………………………………………………62
第三 節 研究限制與建議 ……………………………………………64
參考文獻 ………………………………………………………………65
附錄 研究問卷 …………………………………………………………69

表目錄

表1-1 國民醫療保健支出統計 ……………………………………………2
表3-1 問卷發放與回收情形………………………………………………………31
表3-2 樣本統計資廖表 …………………………………………………………32
表3-3 金錢倫理觀量表構面及題目內容 ………………………………………33
表3-4專業承諾量表構面及題目內容 ……………………………………………35
表3-5 組織承諾量表構面及題目內容 …………………………………………36
表4-1 個人特徵與金錢倫理觀、專業承諾、組織承諾之相關係數表………40
表4-2 個人特徵、金錢倫理觀等各子構面對專業認同之預測力 …………46
表4-3 個人特徵、金錢倫理觀等各子構面對專業投入之預測力………………48
表4-4 個人特徵、金錢倫理觀等各子構面對留業意願之預測力………………50
表4-5 個人特徵、金錢倫理觀等各子構面對組織認同之預測力………………52
表4-6 個人特徵、金錢倫理觀等各子構面對組織投入之預測力 ……………54
表4-7 個人特徵、金錢倫理觀等各子構面對留職意願之預測力 ……………56
表4-8金錢倫理觀對專業承諾、組織承諾之預測力彙整表 ……………………57
表5-1 本研究之假設與實證結果彙整 …………………………………………58

圖目錄

圖2-1 Kirkcaldy ＆ Furnham（1993） 金錢信念的預測架 …………………11
圖2-2 Porter ＆ Garman（1992）財務滿足概念模式…………………………12
圖2-3 Steers（1977）組織承諾模式……………………………………………20
圖2-4 Mowday , Poter ＆ Steers（1982）組織承諾模式……………………21
圖2-5 黃國隆（1986）組織承諾模式……………………………………………22
圖2-6 Aranya , Pollock ＆ Amernic（1981）專業承諾模式 ………………26
圖3-1 研究架構 ………………………………………………………………27

一.中文部分

丁 虹(1987)。企業文化與組織承諾之關係研究，政治大學企業管理研究所未出版博士
論文。
行政院衛生署衛生統計資訊網（2003）。 民國九十年醫療機構現況及醫療服務量統計摘
要, ttp://www.doh.gov.tw/statistic/醫療服務量/90.htm.
行政院衛生署衛生統計資訊網（2003）。 我國國民醫療保健支出統
計.http://www.doh.gov.tw/statistic/index.htm.
江婷婷（2003）。研發工程師之金錢倫理觀、工作道德、工作狂、完美主義與工作績效關係
之研究，國立中山大學人力資源管理研究所未出版碩士論文。
李新鄉（1993）。國小教師教育專業承諾及其相關因素之研究，國立政治大學教育研究所博
士學位論文。
李新鄉(1994)。教育專業承諾發展模式之研究，嘉義師院學報。8期，頁93-144。
林良楓（1984）。會計事務所查帳員工作滿足與組織承諾之研究，國立政治大學會計研究所
未出版碩士論文。
孫德銓（2001）。醫療器材產業之特性、遠景及投資策略 ,工業技術研究院生醫資訊網：
http://mdnews.itri.org.tw/.
莊仲仁，鄭伯勳，任金剛 （1990）。個人事業生涯階段、組織內部環境與組織承、諾工作
滿足的關係：權變研究途徑，台大管理論叢。1卷（1），頁105-136。
馮嘉晉（2000）。台灣醫療器材產業技術移轉績效之研究，私立長榮管理學院經營管理研究
所未出版碩士論文。
黃國隆(1986)。中學教師的組織承諾與專業承諾，國立政治大學學報。53期，頁 55-84。
張任琦（1989）。會計師事務所查帳人員組織承諾與專業承諾衝突之研究，國立政治大學會
計研究所未出版碩士論文。
廖芳偉（2002）。金錢倫理觀、完美主義與專業承諾組織承諾之關係研究，國立中山大學人
力資源管理研究所未出版碩士論文。

二英文部分

Allen, N.J., & Meyer, J.P. 1990. The measurement and antecedents of affective,
continuance and normative commitment to the organization.Journal of
Occupational Psychology, 63(1): 1-18.
Aranya, N., Pollock, J., & Amernic, J., 1981. An examination of professional
commitment in public accounting. Accounting ,Organizations and Society, 6
(4): 271-280 .
Furnham, A. 1984. Many sides of the coin : The psychology of money usage.
Personality and Individual Differences, 5(5): 501-509.
Furnham, A.1999. The saving and spending habits of young people. Journal of
Economic Psychology, 20( 6):677-697.
Goldberg, H., Lewis, R. 1978. Money madness：The psychology of saving ,
spending , loving and hating money , London：springwood Books.
Harrell, C. & Taylor, 1986. Organizational – professional conflict and the job
satisfaction and turnover intentions of intentional auditor, 109-121.
Kirkcaldy, B., & Furnham, A. 1993. Predictors of beliefs about money.
Psychological Reports, 73:1079-1082.
Mowday, R.T., Poter, L. W., & Steers, R. M. 1982. Employee organization linkage- The psychology of commitment absenteeism and turnover , New York：Academic
Press :20-56.
Aranya, N., ＆ Ferris, K.R. 1984. A reexamination of accountants’,
organizational-professional conflict. The Accounting Review, 54:1-15
Newcomb, M.D., & Rabow, J. 1999. Gender, socialization, and money.
Journal of Applied Social Psychology, 29(4): 852-869.
Porter, L.W., Steers, R.M., Mowday, R.T., & Boulian, P.V. 1974. Organizational
commitment, job Satisfaction and turnover among psychiatric technicians.
Journal of Applied Psychology, 59(5): 603-609.
Porter, N.M., & Garman, E.T. 1992. Money as part of a measure of financial well-
Being. American Behavioral Scientist, 35(6): 820-826.
Steers, R. M., 1977. Antecedents and outcomes of organizational commitment.
Administrative Science Quarterly, 22﹙1﹚: 46-56.
Stevens, B., ＆Trice. H.M. 1978. Assessing personal, role, and organizational
predictors of managerial commitment. Academy of Management Joural, 21
（3）: 380-396.
Tang, T.J.P. 1992. The meaning of money revisited. Journal of Organizational
Behavior , l3(2):197-202 .
Tang, T.L.P. 1995. The development of a short money ethic scale: Attitudes
toward money and pay satisfaction revisited. Personality and Individual
Differences, 19( 6) :809-816 .
Tang, T.L.P., & Kim, J.K. 1999. The meaning of money among mental health
workers: The endorsement of money ethic as related to organizational
citizenship behavior, job satisfaction, and commitment. Public Personnel Management, Washington, 28 ( 1 ) :15-26.
Tang, L.P.T., Kim, J.K., & Tang, S.H.D. 2000. Does attitude toward money
moderate the relationship between intrinsic job satisfaction and voluntary
turnover? Human Relations, 53( 2 ): 213-245 .
Tang, T.L.P. 2001. The development of the new money ethic scale:
A cross-cultural study. Unpublished paper. Middle Tennessee State
University.
Tang, T.L.P. 2002. Is 'the love of money' the root of all evil ? Income, money
ethic, pay satisfaction, commitment, ethical culture, and unethical
behavior in 12 countries. Unpublished paper. Middle Tennessee State
University.
Taylor, L.E. 1988. Professional commitment ： The influences of the process
socialization and professionalization and selected Socio-Demographic Factors in Canadian social work. University of Toronto (CANADA) .SOURCE DAI-A
50/01, p. 262.
http://wwwlib.umi.com/dissertations/fullcit/f4206996
Wernimont, P.F., & Fitzpatrick, S. 1972. The meaning of money. Journal of
applied psychology , 56(3):218-226 .
Yamauchi, K. T., & Templer, D.I. 1982. The development of a money attitude
scale. Journal of Personality Assessment, 46(5): 522-528.