療養病床に勤務する看護職の職務関与の構造分析

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1 原著 :. JDS Job Diagnostic SurveyHackman & OldhamStamps, Herzberg Ⅰ. 諸言,,

2 10.,,

3 11 Ⅱ. 方法 1. 概念枠組みと質問紙の測定尺度 Hackman & Oldham Hackman & Oldham JDS 内発的動機づけ職務特性 技能多様性 タスク明確性 タスク重要性 自律性 職務からのフィードバック 他者からのフィードバック 他者との接触 外発的動機づけ職務満足 職務へのモチベーション職務関与 情緒的職務関与 行動的職務関与 認知的職務関与 雇用の保障 地位 看護管理体制 上司のリーダーシップ 給料 病院の経営方針 労働時間 昇進の可能性 上司からの信任 人間関係図 1

4 12 Stamps, Herzberg 2. 対象 3. 調査方法と期間 4. データ収集の手順 5. 分析方法 Cronbach IBM SPSS Statistics. Amos. GFI Goodness of Fit Index. RMSEA Root Mean Square Error of Approximation. 6. 倫理的配慮 Ⅲ. 結果.. 1. 対象の概要

5 13... 表 1 N 職務関与の分析検討 GFI.RMSEA. 3. 職務特性の分析検討 JDS K1 K 情緒的 K K3.66 認知的職務関与 K4.76 K6 K 行動的 K8.78 K9.54. 図 2 表 2 SD 情緒的職務関与 K.. K.. K.. 認知的職務関与 K.. K.. 行動的職務関与 K.. K.. K.. K.. SD Standard Deviation

6 14 T GFI.RMSEA. 4. 職務満足の分析および信頼性の検討 M.. T4 T8 T 技能多様性 T T15.38 タスク重要性 T Cronbach... GFI. RMSEA. 5. 職務関与因果モデルの検討 GFI. RMSEA. r... Ⅳ. 考察 1. 職務関与因果モデルの構築 T2 T20 T7 T11 T 自律性 職務フィードバック 職務特性 2. 職務関与に影響を及ぼす要因.. Herzberg T6 T17 T 他者フィードバック, 図 3

7 15 表 3 SD 技能多様性 T.. T.. T.. タスク明確性 T.. T.. T.. タスク重要性 T.. T.. T.. 自律性 T.. T.. T.. 職務からのフィードバック T.. T.. T.. 他者からのフィードバック T.. T.. T.. 他者との接触 T.. T.. T..

8 16 表 4 F F F 第 1 因子 管理経営 第 2 因子 人間関係 第 3 因子 人事評価 M3.71 M1.51 M6.62 M4.70 M M7 M M10 M M8 M2.60 管理経営.83 人間関係人事評価.89 職務満足.74 図 4

9 17 表 5 SD 管理経営 M.. M.. M.. M.. M.. M.. 人間関係 M.. M.. M.. 人事評価 M.. M.. 削除項目 M.. 管理経営 人間関係 職務満足職務関与.62 情緒的職務関与 認知的職務関与 人事評価 職務特性 行動的職務関与 技能多様性 タスク重要性 自律性 職務フィードバック 他者フィードバック 図 5

10 18 Ⅴ. 結論 謝辞 著者の COI 開示 文献 shingi/2007/03/dl/s b.pdf.. HRM JIL Frederick Herzberg. Work and the Nature Man. Ty Crowell Co., Hackman JR, Oldham GR. Development of the job Diagnostic Survey. Journal of Applied Psychology 1975 ; 60(2) : 159. Stamps

11 19 Hackman JR, Oldham GR. WORK REDESIGN. Addison-Wesley publishing company, Stamps PL, Piedmont EB, Slavitt DB, et al. Measurement of work satisfaction among health professionals. Medical Care ; 16(4) : Stamps Amos Paul Hersey, Kenneth H. Blanchard, Dewey E. Johnson. Management of Organizational Behavior: Leading Human Resources. Boston: Prentice Hall, 2012.

12 20 Causal Models of Job Involvement Among Long-Term Care Nursing Staff Chiaki KINOUCHI 2 The purpose of this study was to elucidate factors related to work motivation among longterm care nursing staff and to investigate effective human resource management methods. A questionnaire survey was conducted among nursing staff working in long-term care beds in Iwate Prefecture and the responses of 257 female nursing staff were analyzed. Motivational factors were investigated from intrinsic and extrinsic perspectives, using the Job Diagnostic Survey, the Three-Dimensional Job Involvement Model, and questionnaire items on job satisfaction. A causal model for job involvement was constructed based on covariance structure analysis. The results indicated that intrinsic motivational factors were related to work motivation. The factor with high influence on motivation was feedback from job and agents, and the factor with low influence was autonomy. With respect to human resource management methods, the present findings suggest that feedback which enables recognition of workplace achievements is effective for increasing work motivation among long-term care nursing staff. Doctoral Program in Health Sciences, Graduate School of Health and Welfare Sciences, International University of Health and Welfare, Tokyo, Japan 2 College of Nursing, Iwate University of Health and Medical Sciences

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