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金門地區公費醫事人員留任意願之研究 = A Study of Reten...

國立高雄大學高階經營管理碩士在職專班(EMBA)

金門地區公費醫事人員留任意願之研究 = A Study of Retention Intention for Government-Sponsored Health care Staff in Kinmen Area

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study of Retention Intention for Government-Sponsored Health care Staff in Kinmen Area
作者:	黃逸萍,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	2009[民98]
面頁冊數:	8, 85面圖，表 : 30公分;
標題:	公費醫事人員
標題:	career development
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/76318598258278414721
附註:	參考書目：面75-83
附註:	含附錄
附註:	指導教授：吳建興
摘要註:	離島醫療資源相對缺乏，醫事人員招募與訓練諸多不易，政府應用保障入學與合約規範加上公費培育的方式，希望能解決離島人力不足的困境並提高整體醫療服務品質。既往的研究認為台灣地區一般公費醫師制度只有「分發的效應，沒有續留的效果」；相對地，在金門地區較早期公費醫師的續留比例約為77％，較台灣地區為高。近年來由於對外交通情況與社經條件逐漸改善，政府也鼓勵台灣地區的醫事人員前往服務，對當地服務中或服務期滿的公費醫事人員產生一定的影響。本研究旨在探討金門地區自民國63年起以公費培育的醫事人員，從其進入公費體系起，至其服務的過程與服務期滿後的各種經歷與留任的意願。以影響員工留任意願的相關因素作為概念性架構，整理當地公費醫事人員在生涯規劃與生涯發展、工作與組織相關因素、社會支持與工作滿足等各個層面的經驗與感受，期盼能提供當地主管機關在管理與持續培育公費醫事人員時，人才管理與留才機制的參考。本研究以深度訪談的方式，共訪談13位在金門地區服務的公費醫事人員，受訪者分佈在當地署立醫院、衛生所與私人診所，屬不同時期與不同專業科別的公費養成計畫成員。此外，研究另訪談2位當地衛生機關主管以瞭解公部門的作法與政策走向，以為對照。結果歸納如下：1.當地公費醫事人員進行個人生涯規劃時，在不同時期會受到服務合約的限制，不容易與主管單位的生涯管理措施互相配合。2.公費醫事人員生涯發展的議題，例如進修訓練與職務安排等，未來將由中央與地方衛生單位分別主導，不利於個別成員生涯規劃與職涯歷練，建立溝通與諮商的管道較能引導科別不同的成員得有特定發展的空間。3.公費醫事人員在服務期間與期滿後，留任意願會受家庭與配偶支持、在地感情認同、個人生涯規劃、正式公務職缺與滿意的生活品質等影響；離職意願則會受到個人生涯規劃與子女教育需求影響。4.以服務合約規範人員留任的方式，其影響力會在服務期滿後失去限制效果，彈性的合約規範與職務升遷機會，可以是主管單位在服務期間留才的措施，相對也較能提高服務期滿後留任的意願。5.非公費醫事人員進入當地服務有利於改善整體的醫療資源與人力供給，同時產生競爭壓力，對養成計畫成員未來選擇工作的性質、地點會造成影響；對留任或離職意願的影響，則尚需與其他因素共同考量與評估。6.金門地區公費醫事人員養成計畫具有改善離島醫療資源的歷史性意義，後續計畫在培育人員的科別、質與量以及合約規範等等，建議主管單位需考量未來整體醫療環境變化、醫事人力供給與人才管理機制等，進行更為妥善的人力資源規劃與配套措施。 In view of the deficiency of Taiwan’s offshore-island medical resources and the difficulties of the recruitment and training of medical staff, the government provides guaranteed admission and tuition waiver benefit along with contract regulations to those government-funded medical students in order to solve the problem of manpower shortage and to improve the overall quality of medical service in the offshore islands. The past research has revealed the fact that such a government-sponsored recruitment system “only has the result of assignment, without the effect of retention.” However, the retention rate of the early government-sponsored medical doctors in the Kinmen area is 77%, higher than that in the Taiwan Main Island. In recent years, with the improvement of traffic convenience and the upliftment of socio-economic conditions, the government also encourages doctors from the Main Island to work in the Kinmen area. The policy will inevitably bring impact on those local government-sponsored healthcare staff no matter they have fulfilled the terms of service or not. The purpose of this research is to investigate the government-sponsored medical personnel since 1974 to understand how they enter the recruitment system, how they fulfill their duties, whether they have the intention of retention in the local area and their experiences after the service obligation period. This essay is going to use the factors affecting medical personnel’s intention of retention as the conceptual framework to look into their career planning, career development, social support, job satisfaction and so on. This research is intended to be used as a reference for local health authorities to cultivate healthcare staff, to improve talent management and to reinforce the retention system.This research was done via in-depth interviews. Altogether there are 13 government-sponsored doctors interviewed who are from the Kinmen Hospital of the Department of Health, local health stations and private clinics. They have different specialties and joined the government sponsored program at different time. The researcher also interviewed two local health institution directors as contrast examples to understand the current situation and the policy trend. The results are as follows:1.The individual career planning of government-sponsored healthcare staff is limited by the constraints of contract at different time and may not match up with the management measures of the local medical institutions.2.Since the career development of government-sponsored healthcare staff, including further professional training and duty arrangement will be guided by government or local health authorities, it may be detrimental to individual career planning and working experiences. For the staff with different specialties to have specific career development, more communication and consultation should be needed. 3.The factors that influence the retention intention among government-sponsored healthcare staff during or after the period of service are family or spouse support, local identity, individual career planning, official position and the quality of life. One’s career planning and concerns about children’s education is often correlated to his or her intention to quit.4.Contract regulation will lose efficacy when one fulfills the terms of service. Local health authorities can employ flexible contracts and promotion opportunities to keep the staff or increase the staff’s intention of retention.5.The introduction of non-government-sponsored healthcare staff to local medical service system will increase local medical resources and solve manpower supply problem. However, it will also stimulate the pressure of competition among the government-sponsored staff in the Kinmen area. As a consequence, the local government-sponsored members will be affected when considering future work and work location. Their intention of retention will also be influenced. However, this aspect needs further study and appraisement. 6.The government-sponsored healthcare staff program is a significant milestone for the improvement of Taiwan’s offshore-island medical resources. Further plans and programs should focus on different specialties, service quality and quantity, contract regulations and so on. It is suggested that local health authorities should consider the change of medical environment in the future, the manpower supply, and talent management system in order to have better human resource management and supporting measures.

金門地區公費醫事人員留任意願之研究 = A Study of Retention Intention for Government-Sponsored Health care Staff in Kinmen Area
黃, 逸萍

金門地區公費醫事人員留任意願之研究 = A Study of Retention Intention for Government-Sponsored Health care Staff in Kinmen Area / 黃逸萍撰 - [高雄市] : 撰者, 2009[民98]. - 8, 85面 ; 圖，表 ; 30公分.
參考書目：面75-83含附錄指導教授：吳建興.
公費醫事人員career development

金門地區公費醫事人員留任意願之研究 = A Study of Retention Intention for Government-Sponsored Health care Staff in Kinmen Area
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The past research has revealed the fact that such a government-sponsored recruitment system “only has the result of assignment, without the effect of retention.” However, the retention rate of the early government-sponsored medical doctors in the Kinmen area is 77%, higher than that in the Taiwan Main Island. In recent years, with the improvement of traffic convenience and the upliftment of socio-economic conditions, the government also encourages doctors from the Main Island to work in the Kinmen area. The policy will inevitably bring impact on those local government-sponsored healthcare staff no matter they have fulfilled the terms of service or not. The purpose of this research is to investigate the government-sponsored medical personnel since 1974 to understand how they enter the recruitment system, how they fulfill their duties, whether they have the intention of retention in the local area and their experiences after the service obligation period. This essay is going to use the factors affecting medical personnel’s intention of retention as the conceptual framework to look into their career planning, career development, social support, job satisfaction and so on. This research is intended to be used as a reference for local health authorities to cultivate healthcare staff, to improve talent management and to reinforce the retention system.This research was done via in-depth interviews. Altogether there are 13 government-sponsored doctors interviewed who are from the Kinmen Hospital of the Department of Health, local health stations and private clinics. They have different specialties and joined the government sponsored program at different time. The researcher also interviewed two local health institution directors as contrast examples to understand the current situation and the policy trend. The results are as follows:1.The individual career planning of government-sponsored healthcare staff is limited by the constraints of contract at different time and may not match up with the management measures of the local medical institutions.2.Since the career development of government-sponsored healthcare staff, including further professional training and duty arrangement will be guided by government or local health authorities, it may be detrimental to individual career planning and working experiences. For the staff with different specialties to have specific career development, more communication and consultation should be needed. 3.The factors that influence the retention intention among government-sponsored healthcare staff during or after the period of service are family or spouse support, local identity, individual career planning, official position and the quality of life. One’s career planning and concerns about children’s education is often correlated to his or her intention to quit.4.Contract regulation will lose efficacy when one fulfills the terms of service. Local health authorities can employ flexible contracts and promotion opportunities to keep the staff or increase the staff’s intention of retention.5.The introduction of non-government-sponsored healthcare staff to local medical service system will increase local medical resources and solve manpower supply problem. However, it will also stimulate the pressure of competition among the government-sponsored staff in the Kinmen area. As a consequence, the local government-sponsored members will be affected when considering future work and work location. Their intention of retention will also be influenced. However, this aspect needs further study and appraisement. 6.The government-sponsored healthcare staff program is a significant milestone for the improvement of Taiwan’s offshore-island medical resources. Further plans and programs should focus on different specialties, service quality and quantity, contract regulations and so on. It is suggested that local health authorities should consider the change of medical environment in the future, the manpower supply, and talent management system in order to have better human resource management and supporting measures.
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