醫療工作環境之人際壓力來源與影響

醫療工作環境中員工之間應發展良好的人際關係及降低壓力程度，使員工感受到公平與被尊重，提升工作滿意度進而提高工作績效，醫療組織才能永續經營與發展。本研究以組織公平理論及情感事件理論為基礎，探討影響人際壓力之前因（知覺與主管互動不公）與人際壓力可能產生的負面衝擊（工作績效）以及探討低品質的主管與部屬交換關係的調節效果。本研究調查對象為中部某醫學中心所任職行政、醫事及護理之員工。以網路問卷方式發送200份問卷，總計有效問卷為152份(佔76%)。研究結果顯示人際壓力對工作績效呈顯著負向預測，員工知覺與主管互動不公有顯著正向預測人際壓力，低品質的主管與部屬交換關係未能有效能調節知覺與主管互動不公與人際壓力二者間之正向關係。醫院評鑑精神重視醫療團隊間的整體合作，組織團隊的主管與部屬應增進彼此間互動機會，增加溝通交流的頻率與透明度，將有助於互動公平知覺的提昇，弱化人際壓力對工作績效的負面衝擊。

Employees in the medical work environment should develop good interpersonal relationships and reduce stress levels, so that employees can feel fair and respected, improve job satisfaction and job performance. In this way, the medical organizations can sustainably operate and develop. Based on the organizational justice theory and affective events theory, this research explores the antecedents that affect interpersonal stress (such as perceived unfairness with supervisors) and the possible negative impacts of interpersonal stress (such as job performance), and explores the leader-member exchange (LMX) quality. The subjects of this study are administrative, medical and nursing staff in a medical center in Taichung. 200 questionnaires were sent by way of online questionnaires, with a total of 152 valid questionnaires (76%). The results of the study show that interpersonal stress has a negative predictive effect on job performance. Employees' perception of unfair interaction with supervisors is significantly positively predictive of interpersonal stress, and low-quality leader-member exchanges do not have a moderation effect for the perceived unfairness with supervisors and interpersonal stress. The spirit of hospital accreditation attaches great importance to the overall cooperation between the medical team. The supervisor and subordinates of the medical team should increase the opportunities for interaction with each other, increase the frequency and transparency of communication, which will help improve the perception of interaction fairness and weaken the impact of interpersonal stress on job performance.