| 摘要: | 本研究旨在探討影響居家照顧服務員留任意願的關鍵因素，特別聚焦於薪資滿意度與居家督導功能之間的關聯與交互作用。隨著臺灣邁入超高齡社會，長照需求不斷攀升，居服員作為第一線照護人力，其穩定性對於服務品質與體系運作至關重要，惟人力流動率高已成為制度推動的一大挑戰。
本研究採用量化問卷調查法，針對大台北地區實際從事居家照顧工作的居服員進行便利抽樣，共回收有效問卷377份，並分析薪資滿意度與督導功能對留任意願的影響。研究結果顯示，年齡、性別與教育程度等背景變項會影響服務員對督導功能與薪資制度的感受，進而影響其整體工作評價。進一步分析發現，督導功能與薪資滿意度皆對留任意願具有顯著正向影響，特別是當督導能有效發揮支持與溝通功能時，更能增強對薪資制度的理解與認同，進而提升整體滿意度與續任傾向。
本研究之實務貢獻在於指出，應建立合理且具透明度的薪資制度，提升居服員對報酬公平性的信任；督導亦應積極發揮支持與協調角色，協助減緩前線人員壓力，強化其工作動機。此外，機構可依據居服員的年齡層、家庭責任與身心狀況，導入彈性排班、近距離派案與健康適配等措施，以建立更具支持性的工作環境，促進人力穩定與服務品質提升，為臺灣長照體系注入永續發展動能。
This study aims to explore the key factors influencing the retention intention of home care workers, with a particular focus on the relationship and interaction between salary satisfaction and supervisory functions. As Taiwan enters a super-aged society, the demand for long-term care continues to rise. Home care workers, as frontline personnel, play a critical role in maintaining service quality and the functioning of the care system. However, high turnover rates have become a major challenge in the implementation of long-term care policies.
Using a quantitative survey method, this study employed convenience sampling to collect data from home care workers currently employed in the Greater Taipei area. A total of 377 valid responses were obtained. The analysis examined the impact of salary satisfaction and supervisory functions on retention intention. Results indicate that background variables such as age, gender, and education level influence workers' perceptions of supervisory functions and salary systems, which in turn affect their overall job evaluation. Further analysis revealed that both supervisory functions and salary satisfaction have a significant positive impact on retention intention. In particular, when supervisors effectively fulfill their roles in providing support and communication, they enhance workers’ understanding and acceptance of the salary system, thereby increasing overall satisfaction and the intention to remain in the job.
The practical contribution of this study lies in its suggestion to establish a reasonable and transparent salary system to strengthen home care workers' trust in the fairness of compensation. Supervisors should also actively fulfill their supportive and coordinating roles to alleviate frontline stress and enhance work motivation. Additionally, organizations may implement flexible scheduling, nearby case assignments, and health-based job matching based on workers’ age, family responsibilities, and physical and mental conditions. These measures can foster a more supportive work environment, promote workforce stability, and enhance service quality, ultimately contributing to the sustainable development of Taiwan's long-term care system. |
