The Research on the Relationship Between Institutions Using Volunteers Human Resources Management Strategy, Supervision Style and Volunteers’ Intention to turnover: Taking Taichung City and County Hospital Volunteers for Example

• Main Authors: Yi-Hsueh Chen, 陳尹雪
• Other Authors: Hua-Yuan Tseng
• Format: Others
• Language: zh-TW
• Published: 2002
• Online Access: http://ndltd.ncl.edu.tw/handle/04843315344387747758

碩士 === 靜宜大學 === 青少年兒童福利研究所 === 90 === Why do volunteers leave the organizations after serving? It is worthwhile to explore the reasons. However, work satisfaction was the major variable in the previous studies, but the volunteers’ intention to leave was not fully explained. Therefore, it is necessary to conduct further researches on the volunteers’ intention to leave. Most of the researches emphasized on the factor of the management system or the administrator style in understanding of leaving. Both the factors are incorporated into this study; i.e., the intention of the volunteers to leave will be discussed in accordance with human resource management strategy and the supervision style. The importance of this study is revealed from this perspective. The main purpose of this study is to understand the influential factors related to the intention to leave for hospitals’ volunteers. The results can be served as a reference for the medical organizations on the planning and directing of volunteers as well as proper utilization of volunteer resources. The research subjects are volunteers of hospitals and medical institutions in Taichung city and county. The questionnaire survey research is adopted as the method of study. The questionnaire is designed by the researcher and the stratified random sampling is used. A total number of 307 questionnaires were sent and 220 were replied with a recall ratio of 71.66%. There are 213 effective samples and the results of the survey are as follows: 1. The intention to leave of the hospitals’ volunteers is low. 2. There are volunteers’ individual characteristics and hospital characteristics that will influence volunteers’ intention to leave. (1) The volunteers’ individual characteristics is: changes of income. (2) The hospital characteristics are: the duration of establishment, the duration of establishment of the volunteer team, hospital status, the number of full-time workers, the number of volunteers and the volunteers’ office space, etc. 3. The stronger volunteers feel about the family strategy of human resources management, the lower their intentions to leave are. 4. The lower volunteers feel task-oriented of supervision style, the lower their intentions to leave. 5. There are volunteers’ individual characteristics and hospital characteristics that will influence feeling of volunteer’s human resources management strategy. (1) The volunteers’ individual characteristics are: seniority, serving as executive officer, age, possibility of work change, gender, religious belief and education, etc. (2) The hospital characteristics are: the duration of establishment, the duration of establishment of the volunteer team, the number of full-time workers and the volunteers’ office space, etc. 6. There are volunteers’ individual characteristics and hospital characteristics that will influence feeling of volunteer’s supervising style. (1) The volunteers’ individual characteristics are: religious belief and serving as executive officer, etc. (2) The hospital characteristics are: hospital status and the number of volunteers, etc. Based on the results of the study, suggestions are presented as follows: 1. Hospitals have to take the management of volunteers seriously. 2. The family strategy should be applied more to the human resource management for the hospitals’ volunteers. 3. Control-oriented should be avoided to the supervision style for the volunteers in the hospitals. 4. Volunteers’ manager and volunteer management strategies ought to be professional.