本研究目的在探討醫事放射師工作付出回饋失衡、社會支持及工作滿意度之相關因素，研究工具使用結構式問卷來收集個案資料。問卷內容分為四個部分：「社會人口學量表」、「工作付出回饋失衡量表」、「社會支持量表」、「工作滿意度量表」。本研究以方便取樣方式，調查全台灣在醫院工作的醫事放射師，共回收373份，取得有效問卷共369份。資料分析使用SPSS 23.0中文版進行建檔與統計分析。研究結果顯示：（1）醫事放射師之性別、教育程度、醫療院所層級、是否有兼任行政工作、工作時數、班別及薪資與工作付出回饋失衡各分量表有顯著差異；醫事放射師性別、年齡、醫療院所層級及年資與社會支持有顯著差異；醫事放射師性別、班別及科別的不同與工作滿意度有顯著差異。（2）在醫院工作的醫事放射師工作付出回饋失衡、社會支持及工作滿意度之間有顯著相關性。（3）醫事放射師工作滿意度的重要預測因子為班別、工作外在付出、工作回饋及社會支持，可解釋變異量為64%，即為固定白班、工作外在付出越低、工作回饋越高及社會支持越高，則工作滿意度越高。本研究結果可作為醫院管理部門參考，重視醫事放射師心理壓力，設置完善的職場社會支持系統，進而提升工作滿意度。

The purpose of this study is to explore the related factors of the work effort reward imbalance, social support and job satisfaction of medical radiologists, the research tool had used a structured questionnaire to collect data. The content of the questionnaire had been divided into four parts: "Social Demography Scale", "Work Effort Reward Imbalance Scale", "Social Support Scale", and "Job Satisfaction Scale". This study had used convenience sampling to survey medical radiologists working in hospitals throughout Taiwan, a total of 373 questionnaires collected, and 369 valid questionnaires obtained. Data analysis had applied SPSS 23.0 Chinese version for file creation and statistical analysis.
The results of the study showing: (1) There had been significant differences in gender, education level, medical institution level, whether holding part-time administrative work, working hours, shift, and salary among work effort reward imbalance subscales. There had been significant differences in gender, age, medical institution level and seniority among social support; there had been significant differences in gender, shift and department among job satisfaction. (2) There had been a significant correlation between the work effort reward imbalance, social support and job satisfaction of medical radiologists working in hospitals. (3) The important predictors of job satisfaction among medical radiologists were shift, extrinsic work effort, work reward and social support. The amount of explained variation was 64%; that is, for fixed day shift, the lower the extrinsic work effort, the greater the work reward and social support, the higher the job satisfaction. The results of this study could be used as a reference for hospital management to pay attention to the psychological pressure of medical radiologists, and to set up a complete workplace social support system to improve job satisfaction.

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