Analysis of influencing factors on the evaluation of hospital culture construction
SU Xin1 XU Hong2▲
1.Youth League Committee, Beijing Tiantan Hospital, Capital Medical University, Beijing 100070, China;
2.Youth League Committee, National Health Commission, Beijing 100044, China
Abstract：Objective To analysis the influencing factors of employees′ perception on the evaluation of hospital culture construction, in order to strengthen the hospital culture construction in a more targeted manner. Methods A total of 410 employees were selected from March to April 2018 in Beijing Tiantan Hospital, Capital Medical University (“our hospital” for short) by the convenient sampling method in accordance with the ratio of middle-level cadres to ordinary employees 1∶5. A self-made questionnaire was used to survey employees′ perceptions of hospital culture construction. A total of 410 questionnaires were issued and recovered, of which 403 were valid questionnaires, with an efficiency of 98%. Results The length of employment, job position and status were factors of the employees′ evaluation of hospital culture (P ＜ 0.05). The employees of 5 years and below and 15 years or more had better evaluation of the cultural construction of the hospital and had higher loyalty to the hospital, the differences were statistically significant (P ＜ 0.05). Compared with other positions, nursing employees′ willingness to participate in hospital cultural construction, activity frequency, work pride, and loyalty to the hospital were the lowest, and the differences were highly statistically significant (P ＜ 0.01). The willingness to participate in hospital cultural construction, frequency of activities, work pride, and loyalty to the hospital of ordinary employees were significantly lower than those people with duties, and the differences were highly statistically significant (P ＜ 0.01). Conclusion It is necessary for the construction of hospital culture to strengthen the attention and guidance of young and middle-aged employees, and strive to gather people with emotions, inspire people with careers, and retain people with systems. Furthermore, enhance care and support for the nursing team, and improve nurses′ professional identity and work enthusiasm by implementing humanistic management, strengthening vocational education, while improving the work and income distribution system. Deepening the disclosure of hospital affairs, and enhanceing the awareness and feeling of “ownership” of employees by involving employees′ participation and improving the accessibility of various development information of the hospital.
2020, Vol. 17 
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