首頁 / 雜誌 / 產業與管理論壇 / 201906 (21:2期) / 住宿式長照機構高階管理者職能模型建構之研究
中文篇名

住宿式長照機構高階管理者職能模型建構之研究

英文篇名

Construction of a Managerial Competency Model for Long-Term Care Facility Managers

作者

蔡佳翰李淑儀李際偉

中文摘要

因應產業結構與技術快速變遷,人才在產業發展過程中扮演著重要角色,為促進產業創新及永續經營,各企業組織都需要具有卓越的領導人才,方能持續創造優勢。本研究旨在運用職能理論基礎,建構一套具有效性、預測性及鑑別度的住宿式長照機構高階管理者職能模型;採用工作職能評鑑法做為建構程序,首先經文獻彙整出七大管理者的職能集群,再經由產官學專家訪談及專家問卷,調查獲衛生福利部「一般護理之家」評鑑優等之獨立型機構的高階管理者,探析績優管理者的行為表現,進而歸納出23 項管理者的職能要素及69 項職能指標及其行為描述,再以層級分析法決定高階管理者各職能因子的權重及優先順序。結果得知,第二層級中的「自我管理職能集群」為長照機構管理者的基石,第三層級中以「顧客導向」為首要的職能要素,第四層級職能指標重要性的第一順位乃為「重視非母語的溝通」。最後,根據所建構出的特性,提出該模型未來之運用與建議。

英文摘要

In view of the rapid changes in industrial structure and technology, talents in the industrial development process play important roles in promoting industrial innovation and sustainable management. The enterprise needs excellent leadership talents to create advantages continuously. The purpose of this study is to use the competency theory as the basis to construct a set of models of increased efficiency, predictability and discriminant for improving top-level managers’ professional abilities in the longterm- care institutions. In order to achieve the purpose, this study adopts the job competence assessment method (JCAM) as the procedure of constructing the competency model of the long-term-care organization manager. Seven categories of professional competencies based on literature review are constructed. Utilizing in-depth interviews of experts from the long-term care industry, government and academia, questionnaires are designed and distributed to top-level managers of independent longterm- care organizations that have received national recognition from Ministry of Health and Welfare. The questionnaires aim to collect information and are analyzed to investigate the kind of behavior leading to high performance. The results indicate that there are 23 manager’s functional elements and 69 functional indicators. Analytic hierarchy process (AHP) is used to determine the relative importance of each element and indicator. The results show that on the second level, “self-management function cluster” is the cornerstone of the long-term institutional managers; on the third level, “customer-orientation” is the primary functional element; and on the fourth level, “attention to non-native language communication ” is the most important one. Finally, according to the characteristics of the constructed model, several suggestions are proposed for practical applications and future research directions.

關鍵詞

長照機構管理者訓練發展選才制度職能模型long-term care institution managerstraining developmentselection systemcompetency model

刊名

產業與管理論壇

期數

201906 (21:2期)

起訖頁

034-059

出版單位

工業技術研究院產業科技國際策略發展所

DOI

10.3966/199582342019062102002  複製DOI   DOI查詢

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