目標：醫院導入志工服務多年來已有不少志工相關的研究，主要在於志工滿意度、參與醫療志工服務之相關因素探討等，但尚未有研究提及志工與院內員工的互動關係和其潛在性的影響。故本研究旨在探討1.醫院員工工作壓力與其工作態度之間的相關性；以及2.志工支持對於醫院員工工作壓力與其工作態度間的調節作用。
方法：本研究為橫斷式研究，利用結構式問卷進行調查，研究對象為南部某一區域醫院之員工，採便利抽樣方式，共回收有效問卷430份，回收率為86.4%，問卷內容為：工作壓力以工作需求做測量(心理需求構面5題、體能需求構面5題)；工作態度以組織承諾(15題)、工作投入(熱情構面6題、奉獻精神構面5題、專注程度構面6題)及工作滿意度測量(1題)；志工支持以技術性支持(5題)及心理支持(4題)測量；以及基本人口學特質。統計方法採用描述性、因素分析、斯皮爾曼相關係數、單變量分析與階層迴歸分析。
結果：研究結果發現員工心理需求之工作壓力愈高，其工作滿意度愈低(p<0.05)但工作投入專注程度愈高(p<0.05)；而體能需求之工作壓力愈高，其工作投入中的熱情程度、奉獻精神及專注程度愈低(p<0.05)。然志工支持(技術性支持與心理支持)對於員工工作壓力(心理及體能的工作需求)與其工作態度間的相關性，並沒有統計顯著的調節作用(p>0.05)。但員工對於志工的技術性支持感受愈高，其工作投入之熱情程度、組織承諾及工作滿意度愈高(p<0.05)；員工對於志工的心理支持感受愈高，其工作投入的奉獻精神及專注程度愈高(p<0.05)。
結論：志工支持雖然對於員工工作壓力與工作態度之相關性沒有調節作用；但員工對志工支持之感受愈高，其工作投入程度、組織承諾及工作滿意度愈高。建議志工管理者可以參考將適當的志工人力投入合適的單位作工作上的協助以增加員工之工作投入程度、組織承諾及工作滿意度。
Purpose: There were many volunteers-related articles discussing about introducing volunteers in the hospital for many years. Previous studies were to explore the volunteer satisfaction and motivation, and its determinants. Few studies have addressed volunteers' moderating roles for organization employees. Therefore, this study aims to investigate the relationship between employees' job stress and their job attitudes and the role of volunteer supports as a moderator in this relationship.
Method: This study was a cross-sectional study. By using a structured questionnaire, 430 staff in one regional hospital in Southern Taiwan were responded the survey with a response rate of 86.4%. The questionnaire contains the dimensions of job stress (5-items of Psychological job demands, 5-items of Physical job demands), job attitudes (15-item organizational commitment, 17-item work engagement and one-item job satisfaction) , volunteer support (5-item assistive supports and 4-item psychological supports) , and employees' demographics and working status. Descriptive analyses, factor analyses, spearman analysis, and hierarchical regressions were performed in this study with the software SPSS 20.
Result: The results reveal that high psychological job demands perceived by the hospital employees were negatively associated with their job satisfaction (p<0.05) and positively associated with their work engagement (p<0.05). Furthermore, high physical job demands perceived by the hospital employees were negatively associated with their work engagement (p<0.05).Volunteer supports were not found as a moderator in the relationship of hospital employees' job stress and job attitudes. However, volunteer assistive support was positively associated with hospital employees' work engagement, organizational commitment and job satisfaction (p<0.05); and volunteer psychological support was positively associated with hospital employees' work engagement (P<0.05).
Conclusions: While volunteer support has no statistically significant moderating effect to the relationship between hospital employees' job stress and job attitudes, volunteer support are positively associated with hospital employees' job attitudes. It recommends that hospital could provide appropriate volunteer manpower for hospital business, that might be beneficial for hospital employees' workplace well-beings.
