基层预防接种人员工作满意度与离职意愿调查分析

目的了解基层预防接种人员工作满意度与离职意愿情况,并分析其影响因素。方法利用自行设计的调查问卷,对全市284家预防接种门诊的437名预防接种人员进行不记名问卷调查,采用方差分析、多元线性回归等方法,分析工作满意度和有离职意愿的人群特征和职业相关影响因素。结果基层预防接种人员工作满意度平均得分为3.69分（满分5分）,工作负担和薪酬待遇为主要不满意因素,不同地区和兼职情况的预防接种人员工作满意度差异有统计学意义（P〈0.05）;离职意愿平均得分3.16分（最高5分）,不同地区、性别、学历、职称和兼职情况的预防接种人员离职意愿差异有统计学意义（P〈0.05）。多元线性回归分析发现,工作满意度的影响因素为工作成就感、薪酬待遇、工作负担和能力发挥;离职意愿影响因素为工作成就感、工作负担、能力发挥和发展前途。结论应重视基层预防接种门诊人力配置和薪酬待遇方面的改善,同时提高对预防接种工作的重视程度,满足预防接种人员发挥才能和实现自我价值的需要,提高其工作积极性。

Analysis of Job Satisfaction and Turnover Intention among Primary Vaccination Doctors

Objectives To assess job satisfaction and turnover intention among vaccination staff, and to determine influential factors. Method We used a seff-administered questionnaire to interview 437 vaccination staff who came from 284 immunization clinics in Tianjin. Analysis-of-variance and multiple linear regression were used to analyze job satisfaction and turnover intention by population characteristics and by career-related factors. Results The average score of job satisfaction was 3.69 （full credit was 5 ）, and the main factors associated with dissatisfaction were workload and remuneration. There were significant differences by district and by part-time status （ P 〈 0.05 ）. The average score of turnover intention was 3. 16 （ the highest possible was 5 ）, and significant differences were seen by different areas, gender, education status, professional titles and part-time status （P 〈 0. 05）. Multiple linear regression analysis showed that a sense of accomplishment, remuneration, workload, and capacity were significantly associated with job satisfaction. Sense of accomplishment, workload, capacity, and career prospects were influential factors for turnover intention. Conclusions More attention should be focused on the improvement of human resources and salary allocation for vaccination staffs. Vaccination should be given more attention so that the potential and personal value of the vaccination staffs can be fulfilled.