新北市公共托嬰中心托育人員的工作價值觀、組織承諾與留任意願之關係研究

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Title:	新北市公共托嬰中心托育人員的工作價值觀、組織承諾與留任意願之關係研究 A Correlation Study of Work Value, Organization Commitment and Intention to Stay with Public Infant Center Caregivers in New Taipei City
Authors:	朱年珍
Contributors:	青少年兒童福利碩士學位學程
Keywords:	托嬰中心托育人員工作價值觀組織承諾留任意願 childcare center childcare staff work values organizational commitment stay free
Date:	2021
Issue Date:	2023-02-09 13:23:51 (UTC+8)
Abstract:	本研究之旨在探討托嬰中心托育人員工作價值觀、組織承諾與留任意願之關係。研究方法採分層叢集抽様方式間卷調查，以新北市公共托嬰中心30 所採以集叢抽樣法，研究實際發出396份紙本卷，刪除 2 份填答不完整問卷，總計有效問卷為 394份，共計有效問卷回收率達 99.5%，問卷調查實料回收以統計套装軟體SPSSI8.0進行分析，實料分析主要採用統計方法包括: 描述性統計、獨立樣本檢定考驗、單因子變異數分析和皮爾森積差相關、还步多元退歸分析等。統計分析的結果彙整主要研究結論。本研究之重要發現如下: 1.新北市公共托嬰中心托育人員對三種工作價值之現況屬中上程度, 其中以「人際價值」表現最為突出。 2.新北市公共托嬰中心托育人員在知覺組織承諾之現況屬中上程度,以「情感性承諾」最為突出。 3.托育人員知覺留任意願之現況屬中上程度,研究結果發現,目前托育人員知覺在托育中心留任意願平均得分為（M=3.73）介於「部分符合」與「符合」間留任意願的知覺屬中上程度；此種現象可以了解,目前托育人員在留任意願的正向影響仍然偏高。 4.新北市公共托嬰中心托育人員因不同年齡、婚姻狀況背景變項的不同之托育人員, 所知覺在托中心留任意願的現況差異情形有顯著差異 5.新北市托育中心托育人員之工作價值觀在與組織承諾有顯著中度正相關，工作價值觀在與留任意願皆有顯著中度正相關。 6.工作價值觀、組織承諾對留任意願有顯著預測力。最後,根據上述的研究結果與結論,提出具體建議,以做為社會福利行政單位、托育機構丶托育人員及未來研究者之參考。 The purpose of this research is to explore the relationship between the work values, organizational commitment and willingness to stay in childcare centers. The research method adopts a stratified cluster sampling method of inter-volume survey, and the cluster sampling method adopted by 30 public childcare centers in New Taipei City, the research actually issued 396 paper volumes, deleted 2 incomplete questionnaires, and a total of valid questionnaires 394 copies, a total of 99.5% of valid questionnaires were returned. The questionnaire survey is collected by the statistical package software SPSSI8.0 for analysis. The main statistical methods for the actual data analysis include: descriptive statistics, independent sample verification test, single factor variance analysis, Pearson product difference correlation, and multivariate regression. Analysis etc. The results of the statistical analysis summarize the main research conclusions. The important findings of this research are as follows: 1. The current status of the value of the three types of work by the nursery staff of the New Taipei City Public Child Care Center is at the middle to upper level, of which the "interpersonal value" is the most prominent. 2. The current status of perceptual organization commitments among nursery staff in New Taipei City Public Child Care Centers is mid-to-high, with "emotional commitments" being the most prominent. 3. The current status of childcare staff's perceived willingness to stay at the nursery school is at a medium-to-high level. The results of the study found that the current average score of childcare staff's perceived willingness to stay in the nursery center is (M=3.73) between "partially in line" and "in line". The perception of will is in the upper middle level; It can be understood from this phenomenon that the current positive impact of childcare personnel's willingness to stay is still high. 4. New Taipei City public childcare center nursery staff due to different ages, marital status, and background variables, the status of the nursery staff who is aware of leaving any wishes in the nursery center is significantly different. 5. The work values of the nursery staff in the New Taipei City Nursery Center are significantly and moderately positively correlated with organizational commitments, and work values are significantly and moderately positively correlated with the willingness to stay. 6. Work values and organizational commitments have a significant predictive power on the willingness to stay. Finally, based on the above-mentioned research results and conclusions, specific suggestions are put forward to serve as references for social welfare administrative units, childcare institutions, childcare personnel and future researchers.
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