我国中医医院医务工作者离职意愿及其影响因素分析

目的 调查分析我国中医医院医务工作者离职意愿及其离职影响因素.方法 采用自制的问卷和工作认同量表,运用分层抽样与整群抽样相结合的方法,对我国5省17家中医医院共1 096名医务工作者进行调查.结果 41.9％的中医院医务工作者有离职意愿;中西部地区、市级医院、年龄≤40岁、已婚、较高职称、认为绩效考核无作用、收入不满意的工作者离职意愿显著更高,人才非正常流失现象较严重;工作认同各维度中工作满意度与组织认同对离职意愿有较关键的负相关影响.结论 中医医院管理层应当有针对性地设计实施人才管理,充分利用收入因素与绩效考核,着力提升职工的工作满意度和组织认同.     

Job satisfaction and turnover intent among hospital social workers in the United States

Feelings of job satisfaction and turnover intentions among social workers affect work quality for both social workers and the people for whom they provide services. Existing literature on job satisfaction among hospital social workers is limited, and is overly focused on issues of compensation. There is job satisfaction research with hospital nurses available for comparison. Other informative social work research on job satisfaction and turnover exists in mental health and generally, across settings. Research on turnover intent in social work is primarily from child welfare settings and may not generalize. The literature notes gaps and contradictions about predictors of job satisfaction and turnover intent. Using a large national dataset of hospital social workers, this research clarifies and fills gaps regarding hospital social workers, and explores how Herzberg’s theory of work can clarify the difference between sources of job dissatisfaction and job satisfaction. Findings include hospital social workers reporting high job satisfaction and that demographics do not contribute to the predictive models. The findings do support centralized social work departments and variety in the job functions of hospital social workers, and are consistent with the theoretical framework.     

安徽省乡镇卫生院卫生技术人员工作满意度的因子分析

目的了解安徽省乡镇卫生院卫生技术人员工作满意度主要影响因素之间的关系。方法分别在皖北、皖中和皖南地区随机抽取3个、3个和2个共计8个县为调查现场,在每个县随机抽取5个乡镇卫生院为调查对象,运用自制卫生技术人员工作满意度调查表,通过询问关键知情人等方法回收有效问卷502份,采取SPSS17.0软件对数据结果进行因子分析。结果影响乡镇卫生院卫生技术人员工作满意度的主要因素有薪酬、晋升、督导、福利、认同感、工作流程、同事关系、工作性质和沟通,第一公共因子主要解释薪酬、晋升、福利和认同感,包括保健因素和激励因素;第二公共因子主要用来解释工作流程、督导,是工作环境因素;第三个公共因子主要用来解释同事关系、工作性质和沟通,是人际关系因素。结论内在激励因素,即与工作有关的条件改善,将在更大程度上促进乡镇卫生院卫生技术人员工作满意度的提高。     

四川省医务人员工作满意度及影响因素分析

摘要:目的 分析四川省医务人员工作满意度及其影响因素。方法 利用第五次全国卫生服务调查四川省调查数据,描述四川省医务人员的工作满意度现状,采用单因素分析、logistic回归以及结构方程模型研究工作满意度的影响因素并进行模型拟合和评估。结果 四川省医务人员工作满意度总体得分为4.15±0.94;主要影响因素有学历、职称和行政业务管理职务;结构方程模型结果显示医务人员工作投入对工作满意度有直接(正向)效应(β=0.50,P<0.01),工作-家庭冲突对工作满意度有直接(负向)效应(β=-0.20,P<0.01),工作投入还可通过工作-家庭冲突间接影响工作满意度。结论 结构方程模型可以较好地分析医务人员工作满意度与其他潜在变量之间的关系。四川省医务人员工作满意度总体处于一般水平,应根据影响满意度的具体因素完善相应的激励制度。     

Restructuring the multi-professional organization: professional identity and adjustment to change in a public hospital

The present study explored the multiple identities held by health professionals in a large public hospital that was experiencing organizational change that involved the transition from the traditional use of professional hierarchies to the use of new clinical teams. Consistent with predictions from social identity theory and research, the results of an organization-wide survey (N = 615) reveal the protective role of identification with professional departments during change that threatened group status. Professional departments were the preferred target of identification of employees, and employees who preferred this target reported a stronger sense of identification. Also consistent with our predictions, employees who were members of higher status groups reported greater job satisfaction, higher levels of openness to organizational change, and reduced levels of change-related uncertainty. These results were more pronounced for employees who identified with their professional department. Implications for managing multiple identities during organizational transition are discussed.     

某专科医院体外诊断试剂管理流程再造与评价

目的:探究体外诊断试剂管理流程再造在临床检验部门中的应用效果。方法:从职能管理角度,依托信息化技术对体外诊断试剂管理流程进行再造,监测分析再造后工作流程环节耗时、试剂盘点账物相符率,调查相关人员对再造后流程的满意度。结果:再造后流程整体耗时显著减少,试剂盘点账物符合率从75%提升至98%,工作人员总体满意度>97%。结论:体外诊断试剂管理流程再造提高了检验部门的工作效率与试剂管理规范程度,有效地提升了医院整体管理效能。     

基层医务人员职业认同、职业规划与工作满意度的关系

目的：探究内蒙古自治区基层医务人员职业认同与工作满意度的关系。方法：采用整群随机抽样方法,在内蒙古自治区的东部、中部和西部地区卫生系统抽取523名基层医务人员为调查对象,运用问卷调查、匿名填写的方法收集资料。结果：内蒙古基层卫生人员的工作满意度平均分为（3.70±0.74）分,工作满意度在民族、学历、职称、年龄方面的差异有统计学意义。基层卫生人员的职业认同平均分为（4.01±0.73）分,不同民族医务人员的职业认同有统计学意义（P〈0.05）,蒙古族医务人员职业认同感高于汉族。职业认同、职业规划和工作满意度呈显著正相关。职业规划在职业认同和工作满意度之间起部分中介作用。结论：改善薪酬和环境,制定有利的职业生涯发展政策,增强医务人员职业认同感,从而提升内蒙古基层医务人员的工作满意度。     

Using Theory to Explore Health,Medicine and Society,by Peter Kennedy and Carole Ann Kennedy

This paper, based on questionnaire data gathered in the summer of 1975, analyzes the ways in which social workers in the pediatrics departments of twenty-eight teaching hospitals define their roles and describe their activities. Data on the overall social work coverage in these hospitals is briefly described, with emphasis on hospital size, professional preparation of staff, academic rank, and staffing patterns. Within this context, data analysis focuses on the extent to which pediatric social workers exercise autonomy in direct service, teaching, and research. Areas on the pediatric service which are examined include worker-bed ratios, direct practice coverage, and participation in grand rounds, medical rounds, policy-level committees, teaching, and research. Social work role priorities and obstacles to quality role performance are also discussed.     

公立医院非在编人员工作满意度调查与分析

目的 通过分析公立医院非在编人员工作满意度影响因素,提出改进建议,以更好地为患者提供优质服务.方法 满意度问卷调查表采用李克特量表,使用STATA10.0软件进行统计数据分析.结果 非在编人员工作总体满意度平均得分为(3.66±0.78)分,评价一般.影响满意度的因素有:个人职业期望、科室管理、工作氛围、奖金待遇、学习培训等.结论 医院应关注非在编员工满意度管理工作,关注不同群体的差异和不同影响因素,有效提高满意度,增强医院的可持续发展力.     

Job dissatisfaction among public hospital physicians is a universal problem: evidence from Turkey

Several recent reports show that many physicians feel discontented and unhappy with their work situation. This could be due in part to factors such as declining social status, loss of influence on health care organizations, and reduced income. The professional life of physicians is characterized by long working days and pressure for efficiency. This threatens the quality of patient care. In this study we investigated levels of job stress as well as job and life satisfaction among a sample of 168 physicians (80 women and 88 men) who work in a large government facility in Ankara, Turkey. A self-administered questionnaire was distributed to physicians to determine factors contributing to stress and job satisfaction. The most important results of the study show that the participants were unhappy with their salary, did not have enough time to follow developments in medicine, and had a limited social life due to heavy workloads. The results of the study show that physicians who work in public facilities have low motivation due to the nature of their organizations. Public hospital working conditions and staff salaries must be improved to promote health professionals and healthy society.     

护理人员职业倦怠与组织承诺、工作满意度的关系研究

目的研究职业倦怠与组织承诺、工作满意度的关系。方法采用整群随机抽样的方法,选取黑龙江省3家三级甲等公立医院660护理人员进行职业倦怠、组织承诺、工作满意度问卷调查。结果 (1)护理人员组织承诺、工作满意度和职业倦怠的平均分依次为(3.87±0.62)分、(3.24±0.71)分、(3.12±0.58)分,(2)工作满意度、组织承诺与职业倦怠分别为低度负相关关系,(3)福利待遇、规范承诺、排班、年龄、专业发展机会、婚姻状况、学历、家庭和工作平衡对职业倦怠的联合解释量为19.9%。结论护理人员组织承诺好工作满意度处于较高水平,职业倦怠比较严重,组织承诺、工作满意度对护理人员职业倦怠有负向预测作用。     

医务人员心理健康与工作满意度研究

目的讨综合性医院医务人员心理健康状况与工作满意度的关系。方法采用症状自评量表（SCL-90）和《明尼苏达满意问卷》,对丽水市6家综合性医院1100名医务人员进行系统抽样问卷调查,采取集体施测方式,施测人员讲解指导语,当场收回填答问卷,收回1050份,有效问卷1006份。研究数据使用SPSS13.0软件进行统计分析。结果被调查的医务人员中39.2%有心理问题,其中躯体化368人（36.8%）,强迫235人（23.5%）,人际关系敏感234人（23.4%）,抑郁285人（28.5%）,焦虑306人（30.6%）,敌对255人（25.5%）,恐怖118人（11.8%）,偏执127人（12.7%）,精神病性55人（5.5%）。SCL-90各因子得分除恐怖因子、精神病性因子外,均显著高于国内正常人的水平。女性在躯体化、人际关系敏感、抑郁、焦虑、强迫因子得分高于男性,不同岗位的医务人员工作满意度存在显著差异。临床医师对医院的物理环境、经济收入、晋升、管理者、工作稳定性、工作风险及同事之间的关系方面的满意度均值要高于其他科室的人员。在经济收入、晋升、社会承认满意度方面护士总体满意度最低。结论医务人员心理健康状况与工作满意度呈显著相关,临床医师和护士心理压力普遍较大,存在明显的心理健康问题。应采取不同措施及激励手段,以提高医务人员的心理健康和工作满意度。     

Job satisfaction among selected hospital CEOs

The purpose of this study was to identify the contributors to job satisfaction of hospital chief executive officers (CEOs) using a multidimensional approach of demographic characteristics. environmental traits, and person environment fit traits. By analyzing the concept of hospital executive job satisfaction in a multidimensional approach, a more comprehensive model of the most salient determinants of job satisfaction was developed. CEOs ranked their performance highest on employee and staff relations and managerial team building and lowest on information management systems. The results of this study can be used to better understand the intricacies and uniqueness of being a hospital CEO as well as the professional and personal requirements of success.     

“磁性医院”管理理念在聘用护士管理中的应用

目的：探讨“磁性医院”管理理念在聘用护士管理中的应用效果。方法自2014年3月至2015年3月,对某医院聘用护士实施“磁性医院”管理方法,措施包括：合理配置护理人力资源,分层使用护理人员;建立有效的激励机制,激励护士成长;重视护士专业发展,加快专科护士的培养;营造良好的工作环境,提高护士工作满意度。比较实施前后的护士工作满意度。结果实施“磁性医院”管理后,与同事的关系、被表扬和认可、与社会或专业交流的机会、工作的控制与决策权、排班制度、职业发展机会六项护士工作满意度指标及整体工作满意度平均得分均明显高于实施前,P＜0．01,差异有统计学意义。结论“磁性医院”管理模式能增强医院的凝聚力与吸引力,调动护士的积极性,提高工作满意度,降低离职率。     

科室主任领导行为与职工满意度的相关性研究

本研究采用医院领导行为能力量表(PM量表),调查临床科主任的领导行为能力,采用明尼苏达满意度短式量表( MSQ)来调查科室职工的满意度.结果显示:PM型、P型临床科主任管理的职工的工作满意度明显高于M、pm型(p＜0.05).工作满意度与P值、工作激励、待遇满意度、医院保健、集体精神、会议成效、信息沟通、绩效规范呈显著正相关,与心理保健呈显著负相关( P＜0.05).待遇满意度对对外满意度和一般满意度影响最大,P值对内在满意度的影响大于其它因素(P＜0.01).因此,改善科主任的领导行为,有助于提高职工工作的满意度,从而调动职工的工作积极性.     

公立医院医务人员工作满意度影响因素与治理机制

针对当前医务人员工作满意度偏低、医患矛盾突出的社会现状,现有医务人员工作满意度研究缺失考察患者对医务人员的理性尊重、认可、信任,现行社会医疗体制、公共舆论环境等内容及条目设计,也缺乏将医务人员满意度测评与多元利益相关主体协同治理体系结合起来等理论与现实问题,本文在大量文献研究基础上,界定了治理视角下公立医院医务人员工作满意度概念;提出了"工作本身、组织管理、工作条件、工作回报、人际关系"五要素测评的内在维度;厘清了政府—医患—社会层面参与公立医院治理的主要利益相关主体以及各自职能、权利与社会医疗责任,探寻了影响医务人员工作满意度的外在治理因素;构建了医务人员工作满意度概念及多元协同治理结构逻辑模型,分析了各主体之间及其对医务人员工作满意度的作用机制;针对性提出了治理机制框架及思考,供学界争鸣与讨论。     

The progress of reforms: job satisfaction in a typical hospital in Estonia.

OBJECTIVE: To evaluate the level of job satisfaction among the staff at an Estonian hospital and to describe factors related to their job satisfaction. DESIGN: Questionnaire survey. SETTING: P?rnu County Hospital in Estonia. STUDY PARTICIPANTS: All staff members of the P?rnu County Hospital (n = 673), except 56 staff members who were away from work during the study. RESULTS: Respondents (n = 473) indicated an average job satisfaction level of 3.86 +/- 0.81 on a 5-point scale. The efficiency of hospital management as measured by planning, relationships with supervisors, knowledge and communication regarding hospital goals, plans, quality of services, budgetary situation, and staffing problems was positively correlated with job satisfaction. Stress and unrealistic expectations were negatively correlated with job satisfaction. The feeling of being part of the organization was also correlated with job satisfaction. Recognition from supervisors and discussions with colleagues were found to be weakly correlated with job satisfaction. There were differences between occupational categories. CONCLUSION: The management of P?rnu County Hospital has been able to create good supervisory relationships with staff by providing sufficient information about the goals of the hospital, the quality of services, the budgetary situation, and staffing problems that arise. Stress levels reported are not excessive and staff are loyal to their hospital.     

Conflict management in public university hospitals in Turkey: a pilot study

By nature, hospitals are extremely complex organizations, combining many different professional groups within an intricate administrative structure. Conflicts therefore expectedly arise between individuals, groups, and departments. It is in the interest of health care administrators to periodically assess the major factors giving rise to these conflicts. In this study, a questionnaire designed to measure sources of conflict in the workplace was completed by 204 staff members at Gazi University Hospital. Of the participants, 30.9% were physicians, and 12.5% were administrators at various levels; 61.5% were female, and 38.5% were male. In terms of work experience, 52.6% of participants had worked less than 5 years at the hospital. The results of the study show that educational differences among the hospital staff were a major barrier to good communication and information flow between groups. Professionals in the same specialties experienced fewer conflicts. Another source of conflict was that resource allocation was considered unfair across departments. Although the hospital management provided an ombudsman for staff concerns, staff rarely resorted to the ombudsman because of the stigma associated with complaining. A lack of opportunity for career advancement was mentioned by 52% of the participants as a source of conflict. At present, job performance and rewards are not closely related in public university hospitals in Turkey because promotions and pay raises are strictly limited by law. Bureaucracy was also perceived to be a source of conflict, with 48.4% of participants saying that their performance was less than optimal because of the presence of multiple supervisors. This pilot study suggests that in Turkey, legislative reform is needed to give public university hospitals more flexibility regarding work incentives, open-door policies at the administrative level, and social interactions to improve teamwork among hospital staff.     

Journey of change and back: a case study of a reconstituted social work service

As a result of Total Quality Management and Reengineering principles during the VA's "Journey of Change" in the mid-1990s many hospital social work departments were re-organized under umbrella-care lines. Outcome studies of this movement have focused primarily on patient services. This study focused on the service providers' (including social workers) point of view and their satisfaction with the change in service structure. Data gathering consisted of a master thesis project by one of the co-authors, an administrative in-house survey of staff satisfaction, a qualitative presentation of staff concerns, and the perspective of the administrator who took the decision.