居家照顧服務員工作鑲嵌、組織承諾與留任意願之研究-以心理安全為干擾變數

隨著醫療服務成熟，平均國民壽命延長，在2025年台灣將正式成為超高齡社會，各類長期照顧服務乃應運而生，然居家服務涵蓋率僅及五成，因此如何使居家照顧服務員能夠穩定留任，攸關長照政策成敗之核心關鍵因素。因此，本研究針對居家照顧服務員留任意願之前置因素做一探討。本研究採用以便利抽樣方式進行居家服務員之問卷調查，總計回收547份問卷，有效問卷為458份。使用SPSS 22.0以及AMOS 22.0等電腦統計軟體做為資料分析工具。 研究結果顯示：(1)工作鑲嵌的組織適配、組織連結、組織犧牲，對組織承諾及留任意願皆產生正向影響；(2)組織承諾對留任意願產生正向影響；(3)組織承諾在工作鑲嵌與留任意願間扮演中介角色；(4)心理安全對組織承諾與留任意願產生干擾效果。經由此研究，願俾利於居家照顧服務環境和居服機構之管理階層研擬更適當的人力資源政策並促進實務發展，分析探究居家照顧服務員願意留任於現職工作單位之主要原因，促進居家服務機構及產業增進廣大效益。

With the maturation of medical services and the extension of the average national life expectancy, Taiwan will officially become a super-aged society by 2025, and various long-term care services will emerge. Therefore, this study examines the pre-replacement factors of the intention to stay of home care attendants. A total of 547 questionnaires were collected, of which 458 were valid. SPSS 22.0 and AMOS 22.0 were used as the data analysis tools. The results of the study showed that:(1) organizational fit, organizational link, and organizational sacrifice in job embeddedness had positive effects on organizational commitment and intention to stay; (2) organizational commitment had positive effects on intention to stay; (3) organizational commitment played a mediating role between job attachment and intention to stay; and (4) psychological safety interfered with organizational commitment and intention to stay. This study is intended to facilitate the development of more appropriate human resource policies and practices for the home care service environment and the management of home care organizations, to analyze the main reasons why home care attendants are willing to stay in their current workplace, and to promote the benefits of home care organizations and industries.