工作动机在基层医务人员工作满意度和工作绩效中的链式中介效应研究

目的:探究中国基层医务人员工作满意度对工作绩效的影响,以及控制性动机和自主性动机的中介作用。方法:利用工作满意度量表、工作动机量表和工作绩效量表对6省12县(市、区)75家基层卫生服务机构1 435名基层医务人员进行问卷调查。结果:我国基层医务人员的工作满意度、控制性动机、自主性动机和工作绩效两两之间显著正相关;工作满意度会影响工作绩效,总效应为1.50,其中直接效应值为0.96,占总效应的64.01%,同时还存在3条间接影响路径,分别是控制性动机的独立中介作用、自主性动机的独立中介作用、控制性动机和自主性动机的链式中介作用,中介效应值分别为0.21、0.11、0.23,占中介效应的比例为38.36%、19.55%、40.97%。结论:本研究证明工作满意度会直接或间接的通过4条路径影响工作绩效,其中工作动机发挥了中介作用,并存在"动机内化"的过程。所以要持续关注其工作满意度水平的变化,特别注意满意度改变带来的工作动机的调整,以物质激励因素为基础,非物质激励为推动力,实现良好主观感受向客观绩效提高的持续转变。

A study on the chain mediating effect of job motivation in job satisfaction and work performance of primary medical workers

Objectives:To explore the impact from job satisfaction on work performance of primary medical workers in China as well as the mediating effect of controlled motivation and autonomous motivation. Methods:A questionnaire survey was conducted among 1435 primary medical workers from 75 primary health service institutions in 12 counties (county-level cities and districts) of 6 provinces in China, using the Job Satisfaction Scale, Job Motivation Scale and Work Performance Scale. Results:There is a significant positive correlation between each two of the following factors:job satisfaction, controlled motivation, autonomous motivation and work performance of primary medical workers in China. job satisfaction can affect work performance positively, with a total effect of 1.50, including a direct effect value of 0.96, which accounts for 64.01% of the total effect. Meanwhile, there are also three indirect influencing paths, which are the independent mediating effect of controlled motivation, the independent mediating effect of autonomous motivation, and the chain mediating effect of controlled motivation and autonomous motivation. The mediating effect value is 0.21, 0.11 and 0.23, respectively, accounting for 38.36%, 19.55% and 40.97% of the total effect, respectively. Conclusions:This study proves that job satisfaction can directly or indirectly affect work performance through four paths, wherein, job motivation plays a mediating role, and there is a process of "motivation internalization". In order to improve the work performance of primary medical workers, it is necessary to pay continuous attention to the changes in their job satisfaction level, especially to the adjustment in their job motivation caused by change in job satisfaction. Only when we take material incentives as the foundation and non-material incentives as the driving force, can we achieve a continuous transformation from good subjective feeling to improved objective performance.