居家服務督導性格取向對工作適配、工作生活平衡及留任意願之影響研究-以雙北市居家式長期照顧服務機構為例

Please use this identifier to cite or link to this item: https://dyhuir.dyhu.edu.tw/ir/handle/987654321/1531

Title:	居家服務督導性格取向對工作適配、工作生活平衡及留任意願之影響研究-以雙北市居家式長期照顧服務機構為例
Other Titles:	A Study on the Impact of Home Care Supervisors’ Personality Orientation on Job Fit, Work-Life Balance, and Retention Willingness: A Case Study of Home-Based Long-Term Care Service Orientations in Taipei and New Taipei City
Authors:	鄧亦閎
Contributors:	尤瑞崇
Keywords:	居家照顧服務;居家服務督導;工作適配;工作生活平衡;留任意願;五大人格特質理論;Home care services;Home care supervisors;Person–job fit;Work-life balance;Retention intention;Big Five personality traits theory
Date:	2025
Issue Date:	2025-09-02T08:32:16Z
Publisher:	德育學校財團法人德育護理健康學院;健康產業管理研究所
Abstract:	隨著臺灣高齡化進程加速，長照需求日益增加，使居家服務督導人員面臨更高的工作壓力與流動風險，留任穩定性成為關鍵課題。本研究旨在探討居家服務督導之性格特質對工作適配、工作生活平衡與留任意願的影響。本研究針對雙北地區居家式長照機構的366位督導人員進行問卷調查，測量五大人格特質 (BFI-15) 、工作適配、工作生活平衡與留任意願，並以結構方程模型 (SEM) 進行驗證性分析。研究結果發現，居家服務督導之性格特質可透工作適配間接影響留任意願，且為最關鍵的影響因素。性格特質雖對工作生活平衡具有正向影響，但人格特質及工作生活平衡皆未能直接預測留任意願。人口統計變項 (特別是年資與收入) 亦對性格、工作適配與留任意願有重要影響。其中，居家服務督導的人格特質，特別是宜人性與開放性，與其工作適配及工作生活平衡具有正向關聯，並間接影響其留任意願。這顯示個人性格與職務適配度息息相關，亦顯示督導若能獲得適當的支持與角色資源，更能穩定投入工作，減少離職風險。 As Taiwan's aging population accelerates, the demand for long-term care is increasing, leading to greater work pressure and turnover risks among home care service supervisors. Ensuring supervisor retention has thus become a critical issue. This study aims to explore the impact of personality traits on job fit, work-life balance, and retention intention among home care supervisors. A questionnaire survey was conducted among 366 supervisors from home-based long-term care institutions in Taipei and New Taipei City, measuring the Big Five personality traits (BFI-15), job fit, work-life balance, and retention intention. Structural Equation Modeling (SEM) was applied for hypothesis testing and model verification. The results revealed that personality traits indirectly influence retention intention through Person–job fit, making the path become the most critical factor affecting retention. Although personality traits positively influenced work-life balance, neither personality traits nor work-life balance directly predicted retention intention. In addition, demographic variables, particularly years of experience and income, significantly influenced personality traits, job fit, and retention intention. Notably, personality traits—especially agreeableness and openness—were positively associated with job fit and work-life balance, and indirectly affected retention intention. These findings suggest that individual personality traits are closely related to job fit, and supervisors who receive appropriate support and role resources are more likely to be engaged in their work and less likely to leave their positions.
Appears in Collections:	[學位論文] 113學年度

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