人口老化已經是全球性的議題，在地老化及長照需求日益殷切，照顧人力需求增加。本研究主要探討照顧服務員工作不滿足、組織承諾與離職傾向之相關性，以量化研究為主，採用問卷寄發方式進行，研究對象為新北市老人日間照顧中心之全部照顧服務員，正式施測共發出84份問卷，總共回收有效問卷76份，回收率90.5%。
研究分析結果顯示：（一）以研究對象基本資料分析：照顧服務員性別以女性最多，佔88.2%;年齡「41歲以上」者佔81.6%，顯示日照中心照顧服務員以中高齡為主;教育程度以「高中職以下」最多佔48.7%;薪資則以「23,001以下~26,000元」者較多，佔63.2%，比居家服務或機構式照服員呈現更低薪資。（二）照顧服務員外在不滿足以「我的薪資無法反映我在工作上的付出」最高；內在不滿足以「我在工作中所需要的資源時，無法獲得支持」最高。（三）工作不滿足之「外在不滿足」、組織承諾之「價值承諾」及離職傾向在薪資上都有顯著差異。（四）離職傾向與工作不滿足之「外在不滿足」有顯著的正相關；離職傾向與組織承諾之「留職承諾」有顯著的負相關。（五）針對離職傾向的迴歸分析，「外在不滿足」可預測離職傾向之變項。本研究進而從離職傾向量表中發現，照顧服務員抉擇離開目前工作因素以「薪資待遇不合理」為最高佔67.1%；其次為「健康因素」佔47.4%；再其次為「服務制度不合理」佔44.7%。
由以上結果得知目前薪資與將實施長照2.0規劃照服員月薪至少3萬元有很大差距。外在不滿足越高離職傾向也越高，故提高照顧服務員薪資福利及工作制度是當務之急，除留住現有人力外，才能吸引更多男性及年輕人投入，以因應照顧人力需求。
Ageing is a global issue, regarding local ageing and needs of long-term care are getting more and more serious, with which results in heavy increment of needs of care givers. This study mainly explores job dissatisfaction , organization commitment and turnover intention for care givers of elderly day-care centers in New Taipei City, This study uses questionnaire survey with 76 valid subjects by sending 84 copies of questionnaires and valid return rate is 90.5%.
Findings of this study are as followed:
1. Care givers are more frequency in the category of female, middle adulthood middle-low educational level and salary below 26000.
2. There exist significant differences between work age and job dissatisfaction, organization commitment and turnover intention.
3. There exists positive correlation between job dissatisfaction and turnover intention; there exists negative correlation between organization committment and turnover intention.
4. The best predictive variable to turnover intention is external factors of job dissatisfaction.
5. Among the items of turnover interntion, unreasonable wage is the highest, health factor the next, then unreasonable service institutionalization.
Suggestions are drawn based on result findings regarding long-term care policy, institute care management.
