https://scholars.lib.ntu.edu.tw/handle/123456789/109507
Title: | 醫院建立學習型組織的認知、意願與相關因素之研究 The study of perceptions and intention in hospitals for becoming learning organizations and related factors |
Authors: | 鍾國彪 | Keywords: | 學習型組織;醫院;認知態度與推行意願;Learning Organization;Hospital;Knowledge;Attitude and Intention | Issue Date: | 31-Jul-2001 | Publisher: | 臺北市:國立臺灣大學公共衛生學院醫療機構管理研究所 | Abstract: | 本研究主要目的,在於瞭解醫院主管 對學習型醫院的認知、態度及參與意願。 並瞭解影響醫院人員認知、態度之相關程 度。以瞭解影響醫院建立學習型組織的因 素。針對地區醫院共519 家,以郵寄問卷 進行普查,共有171 份有效問卷,回收率 32.95%。 研究結果顯示,醫院的權屬別、評鑑 等級、是否有協助推動教育學習的單位等 基本特性會影響其對學習型組織的認知。 樣本醫院中49.2%已推行學習型醫院 的活動。對學習型組織的推行態度方面, 聽過學習型組織的醫院中,有23.4%的醫 院無推行學習型組織活動的計畫,最主要 原因為經費不足。最期望的外界幫助為國 內醫療機構的相關推行經驗、明確的學習 型醫院推行內容。推行時最可能遇到的障 礙,最高者為員工太忙、員工抗拒改變。 影響推行態度的主要相關因素為醫院是否 設有協助推動教育、學習的單位。 推行學習型醫院願意投入的經費30 萬元以內者占66%;願意推行時間在3 年 以內者占63.4%。 多變項迴歸分析部分,研究發現評鑑 等級、是否有協助推動教育學習單位、學 歷等,為影響學習行組織相關名詞初級認 知較重要的因素,以上變相解釋27.5%的 變異量。邏輯斯迴歸方面,有協助推動教 育學習之單位者、對學習行組織第一級名 詞認知較高者以及參與過上課與演講者, 在推行態度方面之機率較高。評鑑等級愈 高之醫院,願意投入推行經費愈高。有參 與過相關課程,愈可能投入超過30 萬元。 綜合上述結論,本研究建議醫院可先 成立協助教育、學習的單位,幫助醫院辦 理相關課程,以增進認知,進而影響其對 學習型組織的態度及參與意願。而主管機 關要在國內醫院推行學習型組織活動時, 則應定義明確的學習型組織活動內容、尋 求國內外可供參考的推行經驗,進而發展 學習型醫院的評鑑指標。 The purpose of this study is, first, to understand knowledge, attitude and intention of CEO to build learning hospitals; and second, to clarify the relationship between hospital’s characteristics and its knowledge, attitude and intention of learning hospital; and finally, to identify related factors for building learning hospitals. Structured questionnaire was distributed to 519 hospitals by mail and 171 valid hospitals replied with response rate of 32.95 percent. Those factors related to knowledge of learning organizations (LO) included hospital’s ownership status, accredited status, and promotion unit for education and learning. Less than fifty percent of hospitals had implement LO activities. In regarding their attitude toward LO, 23.4% hospitals did not have plan for LO implementation. The major reason is short of financial sources. The expectation from those hospitals to obtain included the experienced of other hospitals, and specified the exact contents of learning organization. The most common implementation barriers covered from complaining too much work to do already 2 and resistance to change from employees. Whether hospitals had promotion unit for education and learning was significantly related to the attitude of implementing LO. Sixty-six percent of hospitals would spent less than 300,000 NT dollars for implementing LO and 63.4 percent of hospitals would implement LO less than three years. From multivariate analysis, factors related to LO knowledge, in terms of first degree basic knowledge, include ownership status, the establishing of promotion unit for education learning, and the educational level of respondent. The model explained 27.5% of total variance. Hospitals with promotion unit for education learning, higher knowledge score of LO and held lecture or training course are more likely to have LO activities. Hospitals’ with higher accredited status would spend more money in implementing LO. Hospital’s. Hospital’s managers used to attend LO related training course are more likely to spend more than 300,00 NT dollars in implementing LO. From all the findings above, this study recommended that hospital should establish a task force or a specific unit to promote LO in order to help conducting related training courses. By the way, it could enhance the knowledge, attitude as well as the intention for LO. To promote more adoption, health officers in charge have to elaborate the exact contents of LO, benchmark experience form foreign advanced countries, and finally to develop accredited indicators for LO. |
URI: | http://ntur.lib.ntu.edu.tw//handle/246246/29729 | Other Identifiers: | 892416H002086SSS | Rights: | 國立臺灣大學公共衛生學院醫療機構管理研究所 |
Appears in Collections: | 健康政策與管理研究所 |
File | Description | Size | Format | |
---|---|---|---|---|
892416H002086SSS.pdf | 40.84 kB | Adobe PDF | View/Open |
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.