Study on the Relationship of Person-Organization Fit and Job Satisfaction with Turnover Intention in a Regional Hospital

• Main Authors: Lun-chin Wu, 吳侖瑾
• Other Authors: Hui-Fang Chen
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/63037445984904013249

碩士 === 嘉南藥理科技大學 === 醫療資訊管理研究所 === 99 === Costs, quality and accessibility are three vital components of medical services. An exceedingly high turnover rate will result in stress and increasing workload for employees remaining on the job, elevated organizational costs, degradation of patient care quality and declining morale.This thesis amalgamates the researches of Various Conceptualizations of Person-Organization Fit (Kristof,1996) and Person-Organisational Goal Fit not consistency leading to higher turnover intent (Lee & Mitchell,1994,1996), and studies the relationship and current status of the person-organisation fit, job satisfaction and turnover intention. The study includes 342 employees from a regional hospital in southern Taiwan as the study population. Questoinnaries were distriuted by section supervisors to all employees in November September 2010. 256 data were valid and used were as the study sample. The effective collecteal rate is 74.85%. This study adopts factor analysis to category the dimensions of person-organsation fit and job satisfaction in order to analyse the current situation of staff charactristics, person-organisation fit and job satisfaction by using the descriptive analysis. We used chi-square and Pearson correlation analysis to investigate the relevance between of staff charactristics, person-organisation fit and job satisfaction; Multinomail logistic regression was used to establish the model of staff’s person-organisation fit, job satisfaction and turnover intention. The result of this study indicates that of the hospital employee’s person-organisation fit, the dimension with lowest score is the supply-demand. Within the supply-demand dimension, 「Getting self-improvement from work」、「The job matching individual interest and goal」and 「The job provding good salary and befinit」are lower in this dimensions.「Organisational Value and Organisational Goal Fit」and「Needs-Supplies」of the P-O Fit dimension all significantly related to 「Work itself and human relationship」of the job satisfaction dimension. The「Needs-Supplies Fit」of the P-O Fit dimension,「Demands-Abilities」and all dimensions of Job Satisfaction show a significant correaltion. In the model of 「intending about quitting」 to「definitely not quitting」, the needs-supplies fit does not significantly affect the turnover intention. Instead, it has major impact on job satisfaction. Therefore through measuring the level of job satisfaction, the supply-demand fit will influence people’s intention to leave. Three dimension, reward and promotion, work itself and human relationship and hospital strategy and enviroment of job satisfaction, are completely intermediary. On the other hand, in the model of 「intending to quit」 to 「definitely not quitting」, the needs-supplies fit has significant influence towards the turnover intention, and it has partially significant effect on job satisfaction as well. So the needs-supplies fit influences people’s intention to leave through the job satisfaction partially. The two dimensions, work itself and human relationship and hospital strategy and enviroment of job satisfaction, are only partially intermediary. Put to the above findings,we suggest that an organisation should reduce its staff’s turnover intention through improving its human resource management projects such as the pay and befinit, planning the career path for its staff members and having promotion system in place in order to increase the person-organisation fit and job satisfaction, to reduce the turnover intention and to encourage the harmony.