某三级医院第一年住院医师岗位胜任力现状评价

目的：调查第一年住院医师岗位胜任力的现状，探讨以提高岗位胜任力为目标的规范化培训发展方向。方法随机抽取参加规范化培训的第一年住院医师20名、上级医师40名为研究对象，以问卷调查形式测评第一年住院医师基本能力、职业精神、沟通能力、医学知识、团队合作、公共卫生、信息与管理、学术研究8类岗位胜任力，采用住院医师自评和上级医师测评的方式分别匿名进行。将每一类能力所包含条目的成绩求和作为这一大类能力的总评分，计算住院医师群体和上级医师群体对每一类能力评分与8类能力总评分的平均值。采用SPSS 17.0进行统计分析，对住院医师自评和上级医师测评成绩行t检验。结果住院医师8类岗位胜任力的自评和他评成绩均明显低于满分标准。住院医师对基本能力、职业精神、团队合作的自评成绩（78.5分、87.4分、41.9分）高于上级医师的测评成绩（72.6分、80.5分、39.5分），差异有统计学意义（P值分别为0.020、0.013、0.045）。结论该调查在一定程度上证实当前住院医师岗位胜任力不足和自身认识欠缺，反映出当前培训模式与岗位需求之间的差距。今后应围绕岗位胜任力来设计住院医师培训体系和考查方法，如增加综合能力培训和全方位考查；研究建立成熟的人文教育体系，关注素质培养；设定客观、定量的自我测评指标，让住院医师提高对自身的认识。

Evaluation on the position competency of residents in the first year in a third grade hospital

Objective To investigate the position competency of residents in the first year and to search for the standardizing training which aims at advancing position competencies. Method Twenty residents of the first year and 40 of superior doctors were taken as research targets. Question-naires including 8 aspects （basic ability, occupational spirit, communication skills, medical knowl-edge, team work, public health, information and management, and academic research） were con-ducted and were scored namelessly. The scores of items in one kind of ability were summed up to serve as the total score of this ability. The mean score of one kind of ability and the mean score of 8 kinds of abilities of residents and superior doctors was calculated. SPSS 17.0 was adopted to make statistical analysis. t-test was adopted to test the difference between the score from residents and superior doctors with P＆lt;0.05 representing statistics significance. Results The scores of 8 kinds of abilities were much lower than full scores. The scores of basic ability, occupational spirit, and team work from residents （78.5, 87.4, 41.9） were higher than those from superior doctors （72.6, 80.5, 39.5）, with statistical significances （P=0.020, 0.013, 0.045）. Conclusions Residents are lack of position competency and awareness, which demonstrates the gap between the training model and the demand of work. It is sug-gested that we should design the training system and evaluation methods based on doctors＇ compe-tences, add training for comprehensive ability and evaluate abilities of all aspects. An excellent hu-manity education should be built and quality cultivation should be taken attention to. Objective and measurable indices should be developed to increase residents＇ knowledge.