博碩士論文 86441001 詳細資訊




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姓名 闕廷諭(Ting-Yu Chueh)  查詢紙本館藏   畢業系所 企業管理學系
論文名稱 醫院特質、智慧資本對醫院經營績效影響之研究
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摘要(中) Drucker曾說醫院乃是一個大部分由專業人員組成的知識型
組織,醫療產業不僅攸關人們健康福祉,更是知識密集的產業;醫院競爭優勢的來源不只是靠著新穎的設備,還包括人員、對外合作關係以及經營體系的效能等無形資產,已有許多研究證實智慧資本是企業獲取競爭優勢的一項要件,目前,國內探討醫療院所智慧資本、知識管理的文獻還不多,所以,本研究試圖從知識管理的觀點,探究醫院特質、智慧資本與醫院經營績效的關係。
本研究中的主要構念共有三個,包括人力資本、結構資本、與關
係資本,本研究根據文獻與訪談結果,並進行預試,以便發展適合本研究的測量工具,本研究的研究對象是區域醫院(並具教學醫院資格),母體共計64家,有效回收問卷31份,回收率為48%(31/64),樣本分布情形經適合度檢測與母體相符,本研究完整模式的建立將採用結構方程模式。
研究結果顯示以下數項 1.醫院特質對醫院結構資本有顯著影響
2.人力資本愈高的醫院,則結構資本愈高 3.人力資本愈高的醫院,透過對結構資本的影響,對績效產生正向影響 4.人力資本愈高的醫院,則關係資本愈高 5.人力資本愈高的醫院,透過對關係資本的影響,對績效產生正向影響 6.關係資本愈高的醫院,則經營績效愈好。
摘要(英) Drucker has once said that a hospital is a knowledgeable organization
mostly consisting of professionals. Medical industry is not only close to people’s health welfare, but also a knowledge intensive industry itself.
Besides the novel facilities, the sources of a hospital’s competitive advantages also include the staff and such intangible properties as cooperating relationship with outside and efficiency of the management system. Many researches have proved that intellectual capitals are one of the most important factors for an organization to obtain the competitive advantages. So far, there are not many literatures about hospitals’ intellectual capitals and knowledge management in Taiwan. Therefore, this research shall explore the hospital characteristic and the relationship between intellectual capitals and the performance of hospital management from the viewpoint of knowledge management.
The research has three main constructs, human capitals, structural capitals and relationship capitals; So, in the research which is based on the literatures and interviews, we proceed a pretest in order to develop a suitable measurable tool for this research. The populations of study in the research are metropolitan hospitals with qualifications of teaching hospital. The population is total 64 hospitals, the retrieve rate is 48% (31/64), the sample distribution through the test of goodness of fit is proved to be consistent with the population, the establishment of full model of the research will adopt structural equation modeling.
The research results are as follows: 1.Hospital characteristic has significant influence to its structural capitals. 2.The more human capitals a hospital bears, the higher structural capitals the hospital has. 3.A hospital with more human capitals will have positive effects to performance through mediation to structural capitals. 4.The more human capitals a hospital bears, the higher relationship capitals the hospital has. 5.A hospital with more human capitals will have positive effects to performance through mediation to relationship capitals. 6.The higher the relationship capitals a hospital bears, the better performance the hospital has.
關鍵字(中) ★ 經營績效
★ 關係資本
★ 結構資本
★ 人力資本
★ 智慧資本
★ 醫院特質
關鍵字(英) ★ structural capitals and relationship capitals
★ performance ofhospital management
★ intellectual capitals
★ human capitals
★ hospital characteristic
論文目次 目錄…………………………………………………………I
表目錄……………………………………………………..III
圖目錄……………………………………………………...V
第一章、緒論…………………………………………………..1
第一節、研究背景………………………………………..2
第二節、研究動機………………………………………..5
第三節、研究目的………………………………………..7
第四節、研究變項………………………………………10
第五節、觀念性架構……………………………………13
第六節、研究架構………………………………………13
第七節、研究流程………………………………………14
第八節、預期研究貢獻…………………………………15
第九節、研究限制………………………………………17
第十節、本章小結………………………………………18
第二章、文獻探討……………………………………………19
第一節、 智慧資本觀念的起源…………………………19
第二節、 智慧資本的理論基礎…………………………22
第三節、 智慧資本評估方法……………………………33
第四節、 智慧資本的組成要素…………………………46
第五節、 智慧資本發展史………………………………58
第六節、 台灣醫界現況…………………………………61
第七節、 台灣醫界實施智慧資本現況…………………64
第八節、 有關智慧資本之研究…………………………67
第九節、 有關醫院經營績效之研究……………………92
第三章、研究設計與研究方法……………………………..106
第一節、 研究設計……………………………………..106
第二節、 研究架構……………………………………..107
第三節、 研究假說……………………………………..107
第四節、 變項操作性定義與問卷設計………………..118
第五節、 訪談與預試…………………………………..129
第六節、 資料蒐集……………………………………..137
第七節、 分析方法……………………………………..140
第四章、資料分析與研究結果……………………………..143
第一節、 回收樣本基本資料…………………………..143
第二節、 回收問卷敘述統計…………………………..144
第三節、 各構念實證建構……………………………..149
第四節、 完整結構模式之建立………………………..159
第五章、結論與建議………………………………………..183
第一節、 分析結果摘要………………………………..183
第二節、 研究結論……………………………………..191
第三節、 管理意涵……………………………………..193
第四節、 研究限制……………………………………..199
第五節、 後續研究建議………………………………..201
參考文獻……………………………………………………..203
中文部分………………………………………………..203
英文部分………………………………………………..206
附錄一覽表
附錄A、預試問卷………………………………………….附1
附錄B、研究問卷………………………………………….附4
附錄C、醫院訪談重點…………………………………….附8
表目錄
表2-1:智慧資本分類構面………………………………………48
表2-2:智慧資本發展史…………………………………………58
表2-3:有關智慧資本之研究……………………………………68
表2-4:有關人力資本之研究……………………………………74
表2-5:有關結構資本之研究……………………………………81
表2-6:有關關係資本之研究……………………………………85
表2-7:有關醫院經營績效之研究………………………………93
表3-1:CEOs最重要的管理活動………………………………108
表3-2:CEOs所面臨最嚴重的問題……………………………109
表3-3:人力資本各子構念內容………………………………...121
表3-4:結構資本各子構念內容………………………………...124
表3-5:關係資本各子構念內容………………………………...126
表3-6:人力資本預試結果……………………………………...130
表3-7:結構資本預試結果……………………………………...133
表3-8:關係資本預試結果……………………………………...134
表3-9:民國九十一年底教學醫院之評鑑等級………………...138
表4-1:回收樣本醫院依醫院權屬別適合度檢定……………...143
表4-2:智慧資本各構念敘述統計……………………………...144
表4-3:樣本醫院院長是否為醫院資金主要出資人…………...148
表4-4:樣本醫院權屬…………………………………………...148
表4-5:人力資本因素分析結果………………………………...149
表4-6:員工互動構念各題項相關係數………………………...151
表4-7:員工反應能力構念各題項相關係數…………………...151
表4-8:員工思維構念各題項相關係數………………………...151
表4-9:員工能耐構念各題項相關係數………………………...151
表4-10:結構資本因素分析結果……………………………….152
表4-11:創新文化構念各題項相關係數……………………….153
表4-12:文件管理構念各題項相關係數……………………….154
表4-13:電腦化程度構念各題項相關係數…………………….154
表4-14:關係資本因素分析結果……………………………….154
表4-15:合作關係構念各題項相關係數……………………….156
表4-16:醫病關係構念各題項相關係數……………………….157
表4-17:社會關係構念各題項相關係數……………………….157
表4-18:政府關係構念各題項相關係數……………………….157
表4-19:供應商關係構念各題項相關係數…………………….157
表4-20:各構念與績效的相關係數…………………………….158
表4-21:特質到智慧資本結構模式的共變異數矩陣……….…162
表4-22:內在結構配適度(I)…………………………………….164
表4-23:人力資本分別構資本與關係資本結構模式的共變異數矩陣……………………………………………………….166
表4-24:內在結構配適度(II)……………………………………167
表4-25:人力資本、結構資本、關係資本到績效的共變異數矩陣
………………………………………………………….169
表4-26:內在結構配適度(III)…………………………………..170
表4-27:人力資本到結構資本再到績效的共變異數矩陣…….173
表4-28:內在結構配適度(IV) ………………………………….174
表4-29:人力資本到結構資本再到績效的共變異數矩陣….…176
表4-30:內在結構配適度(V).…………………………………...177
表4-31:完整結構模式的共變異數矩陣………………………..179
表4-32:內在結構配適度(VI)…………………………………...181
圖目錄
圖1-1:本研究觀念性架構……………………………………….13
圖1-2:研究架構………………………………………………….14
圖2-1:智慧資本觀念的樹狀圖………………………………….33
圖2-2:平衡計分卡四項管理流程……………………………….43
圖3-1:研究架構…………………………………………………107
圖4-1:本研究完整研究架構……………………………………161
圖4-2:從醫院特質到智慧資本的結構模式……………………165
圖4-3:從人力資本分別到結構資本與關係資本的結構模式…168
圖4-4:從人力資本、結構資本、關係資本分別到績效的結構
模式………………………………………………………172
圖4-5:從人力資本到結構資本再到績效的結構模式…………175
圖4-6:從人力資本到關係資本再到績效的結構模式…………178
圖4-7:完整結構模式……………………………………………182
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指導教授 蔡明宏(Ming-Hung Chua) 審核日期 2004-6-2
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