社會環境變遷及醫療制度改革下，醫院的轉型經營突顯了占醫療機構人力成本較高之護理人力問題。在面臨薪資壓力、護理人力緊縮，如何穩固及經營正向工作環境，維持良好照護品質及工作表現，護理領導則扮演重要環節。另外，在過去人格特質和與領導行為分別對工作表現之關係一直都被許多研究證實有間接或直接關係，但鮮少有研究同時探討其三者間的關聯，故藉此來探討第一線照顧病患之領導者角色-護理長，以此為樣本探討人格特質、領導行為及工作表現之關係。
本研究發放問卷於高屏區某三家區域醫院病房護理站護理長之人格特質共計35份，回收率100%；護理同仁評量其單位主管的領導風格共計174份有效問卷，回收率99%。另外，透過次級資料蒐集護理站有效業務資料31 份，回收率89% 。本研究描述統計分析人格特質及領導行為分佈情形，利用t檢定檢視基本變項與工作表現有無顯著差異，最後以Tobit迴歸分析人格特質、領導行為與工作表現之間的關聯性。
研究發現護理長人格特質以友善性集中於高度傾向，開放性及嚴謹性集中於中高度傾向，外向性與神經質集中於中低傾向。護理長領導風格在倡導結構領導傾向有19位，體恤領導傾向為16位，同時為倡導結構與體恤領導傾向的有15位。分析結果護理長服務年資對神經質人格特質有顯著差異；護理長的外向性(Z=2.307, p=0.021)與開放性(Z=1.994, p=0.046)人特質與護理站工作表現有正向關係；外向性人格特質之護理長會因體 恤領導行為(Z=2.073, p=.038)而對工作表現有正向調節作用。
護理長人格特質對工作表現有關聯，領導行為可提升更好的工作表現，醫院未來可提供護理長在領導統馭之教育訓練及護理領導者選用之參考。建議未來研究使用不同層級醫院及蒐集更豐富樣本使得研究更具代表性；使用其他量表輔助工作表現之呈現。

Due to the social environment transition and the health care reform, hospital’s transformation has made the high cost nurse resource of the medical organization issue. While facing salary pressure and nursing shortages, nursing leadership has taken an important role in stabilizing/establishing a positive work environment and maintaining good health care quality and job performance.
In the past, personality and leadership have been proved to relate to job performance, but few studies show the relationship between these three variables. This study investigates which dimensions of the Five-Factor Model of personality of the head nurse (HN) are related to job performance. This study also analyzes the HN and investigates whether leadership style moderates personality-job performance relations.
This study carried out a survey research and secondary date analysis in three regional hospitals of Kaohsiung-Pingtung area. The sample included 35 HN and 174 nurses who worked with their HN for over 6 months. t-test was used to examine the difference of personalities and leadership style in different demographic variables. In addition, the Tobit regression model explained significant portions of variance in these criterions.
Results support the hypothesis that openness and extraversion are positively related to job performance. Results also support the hypothesis that consideration is appeared to moderate relationships between openness and job performance.
This study show that personality influences job performance. Moreover, it shows that the leadership style could be the moderator between personality and job performance. This study suggested that personality might be a crucial factor in selection and recruiting of head nurses. In addition, providing training in leadership will facilitate the job performance. This study suggests that future studies should increase the sample size in terms of decision making units as well as random selection from different hospital levels.

論文審定書 i
致謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 viii
表次 viii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 3
第二章 文獻探討 4
第一節、人格特質 4
一、人格(Personality) 4
二、五大人格特質(Five-Factor Model, FFM) 5
第二節、領導行為 8
ㄧ、領導的定義 8
二、領導理論 8
三、領導行為論 9
第三節 人格特質、領導行為與工作表現之關係 12
一、人格特質與工作表現 12
二、人格特質、領導行為與工作表現之關係 13
第三章 研究方法 14
第一節 研究假設與架構 14
一、研究假設 14
二、研究架構 16
第二節、研究對象及資料蒐集 17
一、研究對象 17
二、資料蒐集 17
第三節、問卷設計 18
ㄧ 、問卷編著 18
二、研究變項之操作型定義 19
第四節、問卷信度 24
第五節、資料包絡分析法(DEA)及研究變項 25
一、資料包絡分析法 25
二、投入產出變項 26
第六節 資料處理與統計方法 27
一、描述性統計 27
三、推論性統計 27
第四章 研究分析與結果 29
第一節 描述性統計分析 29
ㄧ、人格特質量表 29
二、領導行為描述量表 31
三、決策單位投入產出變項 33
第二節 推論性統計分析 35
一、基本變項對人格特質之影響 35
二、護理單位投入產出變項相關分析 40
三、資料包絡分析 41
四、Tobit迴歸分析 44
五、研究結果摘要 49
第五章 討論與建議 51
第一節 研究討論 51
ㄧ、護理長基本變項、人格特質及領導行為 51
二、人格特質、領導行為與工作表現之關係 51
第二節 研究限制 53
第三節 建議 54
參考文獻 55
一、中文文獻 55
二、英文文獻 57
附錄 64
一、人體試驗委員會同意函 64
二、領導行為描述量表翻版本作者同意函 66
三、醫院組織領導人員人格特質量表 67
四、護理長領導行為描述問卷 70

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