| dc.description.abstract | Business enterprises in Taiwan go to mainland for investment of hospital establishment. The medical treatment human resource is one of the factors which influence the investment. The proportion of nursing personnel in hospital to total service manpower is approximately 40-60%, also its clinical work relates to patient’’s life safety. Therefore, understood the different of cross-straits nursing personnel’s work attitude and impact factors, it’s very important in human resources management。
This research adopts a questionnaire method and takes a cross-straits nursing employee in Taiwanese medical treatment organization as research object. This research is to inquire into the mutual relation and the difference of work value, work characteristic, work situation and work attitude cognition between employees working in Taiwan and in mainland. The main discovery of this research is as follows:
(1) About the antecedent variables of cross-straits employees ‘ work attitude cognition, except “Extrinsic Work Values” is no remarkable difference, the difference of all other factor variables, such as “Intrinsic Work Values”, “Job Characteristic”, “Consideration-Based Leadership”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training”, “Performance Appraisal”, “Work Pressure-Family Conflict”, reaches the statistical remarkable standard. Taiwan employees’ feeling degree is high than China employees’ in “Job Characteristic”, “Consideration-Based Leadership”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training”, “Performance Appraisal”, “Work Pressure-Family Conflict”. Chinas employees’ feeling degree is higher than Taiwan employees’ in “Intrinsic Work Values”.
(2)The antecedent variables of effecting cross-straits employee’’s work attitude cognition, as for Taiwan employees, work involvement positively influences the cognition degrees of “Intrinsic Work Values”, “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication”, “Performance Appraisal” and “Work Pressure-Family Conflict”. Extrinsic job satisfaction positively influences “Organization Communication”, “Employee Training” and “Performance Appraisal” and “Work Pressure-Family Conflict”. Intrinsic job satisfaction positively influences the cognition degrees of “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication” and “Employee Training”. Organization commitment positively influences the cognition degrees of “Intrinsic Work Values”, “Job Characteristic”, “Structure-Based Leadership”, “Organization Communication”, “Employee Training” and “Performance Appraisal”.
As for mainland area, work involvement positively influences the cognition degrees of “Intrinsic Work Values”, “Consideration-Based Leadership” and “Work Pressure-Family Conflict”. Extrinsic job satisfaction positively influences the cognition degrees of “Consideration-Based Leadership” & “Performance Appraisal” and negatively influences the cognition degrees of “Extrinsic Work Values” &”Job Characteristic”. Intrinsic job satisfaction positively influences the cognition degree of “Performance Appraisal”. Organization commitment positively influences the cognition degrees of “Consideration-Based Leadership”, “Employee Training” & “Performance Appraisal” and negatively influences the cognition degree of “Extrinsic Work Values”
For the management practice meanings of research findings, if thinking highly of the differences of the cross-straits nursing employee’s work value and work attitude ,and then satisfying their needs, with suitable leadership and management measurement to develop employee’s multiple ability aggressively and build up an effective management culture of feedback mechanism, which will be able to decrease the willingness of work and the motivation of effort, and enhance work satisfaction and organizational identification.
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