安徽省农村基层卫生人员工作满意度及影响因素

目的 :分析农村基层卫生人员满意度及影响因素,为加强卫生人才队伍建设提供参考。方法 :在安徽省抽取3个样本县发放调查问卷,共调查380名乡镇卫生院人员和村医,用多元线性回归方法分析工作满意度的影响因素,对定性资料的主要问题和观点进行提炼。结果 :基层卫生人员总体满意度水平较低,仅有40.90%的人对工作满意;不同满意度因子中,对收入水平、福利等最不满意;不同专业人员中,村医满意度最低。收入水平低、工作量大是工作满意度低的主要影响因素。结论 :较低的工作满意度会导致较低的服务质量和较高的人员流失率,亟需将增加的政府投入转变为卫生人员收入与福利水平的改善,进而提高工作满意度水平,这是吸引和留住农村基层卫生人才的关键。     

村卫生室人员对激励制度的满意度研究

目的:了解村卫生室人员对目前激励制度的满意度。方法:从经济发展水平不同的两个项目县中抽取8个乡镇,共调查村卫生室185家,村卫生室工作人员251人。结果:调查地区村卫生室人员不满意比例较高是经济激励因素,包括收入水平和福利状况;对于管理环境、培训、晋升、荣誉评定等非经济激励制度,大部分村卫生室人员的评价偏向中立。结论:为了提高农村卫生服务人员的工作动力,激励制度改革应首先保证增加政府投入,提高农村基层卫生人力的收入福利水平;同时配合其它非经济激励措施,确保农村卫生服务提供的公平和效率。     

农村基层卫生人员激励偏好与现状分析

抽取安徽省3个样本县,调查380名乡镇卫生院人员和村医,用描述性方法分析农村基层卫生人员激励因素偏好,并与现状进行比较,为完善相关政策提供建议。结果显示:样本县乡镇卫生院财政投入不断增长,药占比下降明显,但人员支出占比下降,造成农村基层卫生人员收入低,与期望收入差距大;物质与环境因素是农村基层卫生人员最关切的激励因素。     

激励-保健因素对村医工作满意度的预测作用

[目的]了解村医工作满意度水平,分析激励、保健因素对村医工作满意度的预测作用。[方法]2010年1月对贵州省黔西南布依族苗族自治州普安县7个培训地点149名村医进行工作满意度调查,釆用多元线性逐步回归分析方法。[结果]村医工作满意度得分(3.44±0.62)分;福利与收入、工作条件、工作本身得分分别为(2.76±0.76)、(2.92±0.80)、(3.32±0.70)分,低于工作满意度得分;领导考虑村医工作意见、领导肯定村医工作、在岗培训机会、每周工作时间、村医技术素质、村医社会福利能预测工作满意度,标准偏回归系数分別为0.24,0.22,0.19,0.18,0.16,0.13;复相关系数为0.74;回归方程的决定系数为0.54。[结论]村医工作满意度水平较低;激励因素在岗培训机会,保健因素领导考虑村医工作意见、领导肯定村医工作、村医技术素质、村医社会福利对村医工作满意度有正向预测作用。     

南宁市基层卫生人员离职意向及其影响因素研究——基于Logistic回归和随机森林模型

目的：分析基层卫生人员离职意向及其影响因素，对完善基层卫生人才政策提出相关建议。方法：对南宁市基层卫生人员进行问卷调查和访谈，运用Logistic回归和随机森林模型分析基层卫生人员离职意向及其影响因素。结果：参与问卷调查的基层卫生人员共1051人，47.76%有离职意向，43.58%有严重的职业倦怠感，56.14%自我感觉付出回报失衡，工作满意度总体得分较低；影响离职意向的主要因素是工作满意度、职业倦怠、工作经验、学历、以前离职调动情况。结论：针对离职主要影响因素，提升基层卫生人员薪酬水平；给予年轻基层卫生人员更大的职业发展空间和更多的关怀；建立定向生流动调配机制，完善定向生培养计划。     

苏北农村地区基层卫生人力资源现状研究

医药卫生体制改革(医改)提出"强基层,保基本"的工作重心,农村基层卫生人才是该项工作开展的核心。苏北地区是江苏省经济水平相对较差的地区,吸引和稳定农村卫生人才是当地工作的重点和难点,了解该地区农村基层卫生人力现状,可以为当地卫生行政部门制定卫生政策提供科学依据。本研究采用分层随机抽样方法,对乡镇卫生院和村卫生室的443名在职卫生服务人员进行问卷调查。结果显示,该地区农村基层卫生人员年龄结构不合理、学历和职称水平较低、卫生人员对收入待遇和农村卫生人力资源政策满意度较低。     

关中地区基层卫生医务人员工作满意度及其影响因素研究

目的 了解陕西省关中地区基层卫生医务人员工作满意度现状,探讨影响整体满意度的相关因素,为提高卫生医务人员工作积极性、改善人力资源现状提供依据.方法 采用多阶段分层整群抽样方法,运用Likert五点计分法和描述法,对陕西省关中地区994名基层卫生医务人员进行问卷调查.采用单因素方差分析、Pearson相关分析和多元线性回归模型探讨影响基层卫生医务人员工作满意度的相关因素.结果 本研究共有效调查985人.陕西省关中地区基层卫生医务人员整体工作满意度得分为3.50±1.09分.不同性别、单位类型及职工类型整体满意度有显著性差异（P＜0.05）：男性高于女性;工作单位级别越高满意度越低;医技的整体满意度最高,预防保健人员最低.调查的各维度均与整体满意度显著相关（P＜0.05）.对整体满意度有显著影响（P＜0.05）的因素依次为：报酬、工作荣誉感、职位晋升、工作能力要求、领导能力、办公设施等.结论 关中地区基层卫生医务人员整体工作满意度处于一般水平,为提高工作满意度,应重点考虑提高报酬、提升工作荣誉感并改革职位晋升制度等.     

西部农村地区基层医疗卫生机构卫生人员离职意愿及影响因素分析——以陕西省为例

目的:以陕西省为例,分析西部农村地区基层医疗卫生机构卫生人员的离职意愿及其影响因素。方法:利用探索性因子分析对工作压力和工作满意度进行降维分析;对工作压力、工作满意度和离职意愿进行单因素分析;对离职意愿进行二元Logistic回归分析。结果:25.6%的样本卫生人员有离职意愿;工作压力、工作满意度、个人学历、职称和机构类别是卫生人员产生离职意愿的显著影响因素;工作压力和工作满意度对离职意愿分别具有正向促进和反向抑制作用,工作压力对离职意愿具有完全中介效应;学历高、职称低、乡镇卫生院和县医院的卫生人员具有较高的离职意愿。结论:通过调整薪酬水平,提高基层医疗卫生机构卫生人员的收入满意度;扩充基层医疗卫生机构卫生人员队伍,适当降低现有卫生人员的工作压力;对农村地区卫生人员的工作与生活条件加以改善。     

陕西省公立中医医院卫生人员绩效考核制度满意度及影响因素调查

目的 了解陕西省公立中医医院的卫生人员对医院现行绩效考核制度的满意度及其主要影响因素,为进一步完善和优化陕西省中医医院的绩效管理提供参考建议。方法 采取多阶段分层整群随机抽样的方法抽取陕西省52家公立中医医院作为调查现场,对医院卫生人员的基本情况、绩效考核周期、绩效考核工资以及绩效考核制度满意度等方面进行调查。结果 在所抽查的医院中仅有3.71%（79/2 131）的卫生人员对医院现行绩效考核制度表示“非常满意”;其中不同性别、年龄、婚姻状况、专业类型、工作年限、工作岗位和专业职称的卫生人员在绩效考核满意度方面,差异均有统计学意义（P＜0.05）;文化程度、专业类型、工作年限、职务、专业职称和年收入是影响卫生人员绩效考核制度满意度的主要因素（P＜0.05）。结论 建议陕西省相关部门及医院管理部门做好绩效考核制度顶层设计,采取适当的激励措施改善和提升卫生人员的绩效考核制度满意度,更好地调动其工作的积极性和主动性。     

四川省基层精神疾病防治人员人力现状描述及能力评估

目的 调查四川省不同社会经济水平下的基层精神卫生防治人员的队伍现状，分析其卫生服务能力及影响因素，为科学配置精神卫生服务队伍、加强人员素质能力提供思路。方法 采用多阶段分层抽样纳入四川省423名基层精防人员，采用基层精防人员工作能力调查问卷收集数据，描述对象基本情况及能力得分。采用多因素logistic模型分析能力的影响因素。结果 四川省基层精防队伍存在高学历人才缺乏、兼职比例高、从业年限短、工作负荷重、收入水平低、对本职工作内涵理解不到位等问题。基层精防人员理论知识得分率为44.28%，技能掌握得分率为64.98%。在经济水平较高地区，实际工作年限长、一体化概念理解全面的基层精防人员，能力得分较高；在经济水平较低地区，管理患者数较多、一体化概念理解全面的基层精防人员，能力得分较高。结论 四川省基层精防人员队伍结构仍需优化，相关部门应加强对基层的技术指导，提高人员专业能力，促进精神卫生人才队伍质量的长远发展。     

Job Stress and Job Satisfaction: Home Care Workers in a Consumer-Directed Model of Care

Objective. To investigate determinants of job satisfaction among home care workers in a consumer‐directed model. Data Sources/Setting. Analysis of data collected from telephone interviews with 1,614 Los Angeles home care workers on the state payroll in 2003. Data Collection and Analysis. Multivariate logistic regression analysis was used to determine the odds of job satisfaction using job stress model domains of demands, control, and support. Principal Findings. Abuse from consumers, unpaid overtime hours, and caring for more than one consumer as well as work‐health demands predict less satisfaction. Some physical and emotional demands of the dyadic care relationship are unexpectedly associated with greater job satisfaction. Social support and control, indicated by job security and union involvement, have a direct positive effect on job satisfaction. Conclusions. Policies that enhance the relational component of care may improve workers' ability to transform the demands of their job into dignified and satisfying labor. Adequate benefits and sufficient authorized hours of care can minimize the stress of unpaid overtime work, caring for multiple consumers, job insecurity, and the financial constraints to seeking health care. Results have implications for the structure of consumer‐directed models of care and efforts to retain long‐term care workers.     

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

ABSTRACT: BACKGROUND: Job satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea. METHODS: Data was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models. RESULTS: There was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P <0.01). Ownership of facility, work climate, supervisory support and community support predicted 35 % (R2 =0.35) of the variation in job satisfaction. The factors contributing most were work climate (17 %) and supervisory support (10 %). None of these factors were predictive of an intention to leave. CONCLUSIONS: This study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70 % of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is given to improving the aspects of the working environment that enhances intrinsic satisfaction and work climate for rural health workers who are currently in place if they are to be satisfied in their job and productive.     

Attraction and retention of qualified health workers to rural areas in Nigeria: a case study of four LGAs in Ogun State, Nigeria

INTRTODUCTION: A shortage of health workers is a major problem for Nigeria, especially in rural areas where more than 70% of the population live. At the primary care level, trained community health officers provide services normally reserved for doctors or medical specialists. The community health officers must therefore be supported and motivated to provide effective quality healthcare services. This study aimed to determine factors that will attract and retain rural and urban health workers to rural Nigerian communities, and to examine differences between the two groups. METHODS: A cross-sectional survey measured health workers' work experience, satisfaction with, and reasons for undertaking their current work; as well as reasons for leaving a work location. Data were also gathered on factors that attract health workers to rural settings and also retain them. RESULTS; Rural health workers were generally more likely to work in rural settings (62.5%) than their urban counterparts (16.5%). Major rural motivators for both groups included: assurances of better working conditions; effective and efficient support systems; opportunities for career development; financial incentives; better living conditions and family support systems. The main de-motivator was poor job satisfaction resulting from inadequate infrastructure. Rural health workers were particularly dissatisfied with career advancement opportunities. More urban than rural health workers expressed a wish to leave their current job due to poor job satisfaction resulting from poor working and living conditions and the lack of career advancement opportunities. CONCLUSIONS: Motivational factors for attraction to and retention in rural employment were similar for both groups although there were subtle differences. Addressing rural health manpower shortages will require the development of a comprehensive, evidence-based rural health manpower improvement strategy that incorporates a coordinated intersectoral approach, involving partnership with a range of stakeholders in rural health development.     

Accessibility of primary health care workforce in rural china

This study aims to develop an accessibility index to illustrate the status of the accessibility of primary health care workers in remote and rural areas in China. Relevant county-level data were used to analyze the number and distribution of primary health care workforce in rural China, and relevant provincial-level data were used to analyze the accessibility index. The study found that the development of rural primary health care workers is suboptimal. The rural Primary Health Care Worker Accessibility index shows that the accessibility to primary health care workers in western rural areas is poor. The correlation between PHCWA index and maternal mortality rate is more significant than that between primary health care workers density and maternal mortality rate. In addition to increasing the number of primary health care workers, strategies addressing the challenge of distance are also required.     

基于结构方程模型的基层医疗卫生机构全科医生人文执业能力、感知医患关系与工作满意度关系研究

目的 构建结构方程模型,探讨基层医疗卫生机构全科医生人文执业能力、感知医患关系与工作满意度间的关系,为提高全科医生工作满意度提供参考。方法 采用整群抽样法,于2022年5月-6月选择新疆维吾尔自治区14个地州市全部基层医疗卫生机构1 580名全科医生进行问卷调查。运用SPSS 22.0软件对数据进行统计分析,利用AMOS 24.0软件建立结构方程模型。结果 建立结构方程模型拟合度较好,全科医生人文执业能力对感知医患关系和工作满意度有正向影响(P<0.01),感知医患关系对工作满意度也有正向影响(P<0.01),且感知医患关系在人文执业能力和工作满意度间起到了部分中介作用。结论 人文执业能力和感知医患关系是全科医生工作满意度的重要影响因素。相关部门应调整基层医疗卫生机构全科医生培养目标,不仅应培养全科医生医学职业素养和人文关怀能力,而且应着眼于如何提高全科医生感知良好医患关系水平,以提升全科医生工作满意度。     

北京市某城区社区卫生服务医务人员满意度分析

目的：了解社区医务人员工作满意度,完善社区卫生服务管理机制。方法：对北京市某城区41个社区卫生服务站和11个区医院的保健科共计458名医务人员进行问卷调查。结果：调查对象工作满意度水平一般,其中满意度较低的项目是收入和福利待遇、工作负担、个人发展机会和机构管理水平。而机构管理水平、工作发展前景和成就荣誉感是影响工作满意度的主要因素。建议：重视社区医务人员满意度状态,宣传社区服务理念;建立有效的激励机制和收入保障制度,提高机构管理水平是提升社区医务人员满意度的重要手段。     

城市社区医务人员工作满意度调查分析

412份调查问卷显示,当前城市社区卫生服务人员的工作满意度不高。原因主要在于：收入和其他福利待遇较差,社区卫生服务中心的现实处境不佳,个人职业发展受限。文章提出的对策是：加大国家投入,改善从业者的收入和待遇;让社区卫生服务更具有吸引力;为社区医护人员创造良好的个人发展空间。     

浙江省基层医务人员工作满意度及影响因素调查分析

目的了解浙江省基层医务人员工作满意度现状和主要影响因素。方法采用分层整群抽样方法,对浙江省5个县（市）基层医务人员进行现场问卷调查。结果医务人员对工作量所得到的薪酬、工作的忙碌程度和工作晋升机会3个方面最不满意;地区、职称和专业是工作总体满意度的主要影响因素。结论基层医院管理者应采取有效措施提升医务人员的外在满意度,特别是工作报酬和晋升方面。     

山东省农村外出务工人员生活满意度调查及影响因素分析

目的了解农村外出务工人员生活满意度和影响因素,为相关部门制定提高农民工生活质量的策略和措施提供参考。方法采用《农村外出务工人员生活满意度调查表》,对山东省农村外出务工人员进行整群抽样调查,发放问卷463份,收回有效问卷445份,回收率为96.1%。结果①农村外出务工人员总体生活满意度标准化得分(66.9±8.3)分,满意率57.3%。②农村外出务工人员总体生活满意度标准化评分在不同年龄(F=7.895)、文化程度(F=6.200)、有无子女(F=4.387)人群中,组间差异有统计学意义(P﹤0.05);③对影响总体生活满意度的6个维度进行满意度评分,就业维度平均分最低(3.036±0.946)分,心理维度平均分最高(3.547±0.607)分。④Logistic回归模型显示就业维度(OR无子女组=1.613;OR有子女组=1.515)对生活满意度的促进作用最大,其次为心理维度(OR无子女=1.404,OR有子女=1.293)。⑤根据逐步回归模型确定生活满意度最主要影响因素分别是就业机会、积极感受、精力与疲乏、师资条件、社会及健康照顾。结论山东省农村外出务工人员总体生活满意度较低,通过增加就业机会、构建良好的社会支持、改善子女受教育条件等措施,能够帮助提升农村外出务工人员生活满意度。     

基于双因素理论的乡村医生工作满意度及影响因素调查

目的 调查乡村医生工作满意度及影响因素,并提出改善措施。方法 于2020年6月,使用自行设计调查问卷,对潍坊市7个县市区737名乡村医生进行调查。采用SPSS 22.0软件对数据进行统计分析,采用χ²检验和Kruskal-Wallis H秩和检验及Logistic回归分析法分析乡村医生工作满意度影响因素。结果 737名乡村医生工作满意度为16.55%。在保健因素方面,生存现状满意度、养老保障满意度是主要影响因素(P<0.05);在激励因素方面,近3年培训次数、是否愿意长期从事乡村医生工作是主要影响因素(P<0.05)。结论 潍坊市乡村医生工作满意度较低。建议从改善生存现状、提升养老保障水平、关注培训需求、增强职业获得感等方面综合提高乡村医生工作满意度。