Study on the establishment of clinician retention scale based on occupational embedding
HE Feiying1 LIAO Shengwu2
1.Development of Career and Office of Employment Guidance, Southern Medical University, Guangdong Province, Guangzhou 510515, China;
2.Area of Emergency, Nan Fang Hospital of Southern Medical University, Guangdong Province, Guangzhou 510515, China
Abstract：Objective To explore the retention factors of clinicians, compile a scale of retention factors for clinicians, and to put forward strategies to stabilize the team of clinicians. Methods Through literature review and in-depth interviews, an open questionnaire survey was used to preliminarily prepare a quantitative table entry database. After consultation with experts, the preliminary draft of the clinical physician occupational embedding scale was determined. A convenient sampling method was used to investigate 1034 in-service clinicians in 37 hospitals in ten provinces and cities in China from March to September 2016. Through exploration and verification analysis, the final application measurement table was obtained. Results There were 14 measurement indicators for clinician retention factors, which were composed of three dimensions: matching, connection, and sacrifice; Cronbach′s α coefficient was 0.925, and the model fit value was good, χ2/df = 3.943, NFI=0.923, RFI=0.902, IFI= 0.941, RMSEA=0.069, TLI=0.925, CFI=0.941. Conclusions The factors of clinician retention can refer to the three-dimensional model and increase the implementation of embedded countermeasures and measures in the government, industry and hospital, so as to prevent the further loss of physician resources.
何飞英1 廖生武2. 基于职业内嵌入的临床医师留任量表编制研究[J]. 中国医药导报, 2020, 17(18): 72-75.
HE Feiying1 LIAO Shengwu2. Study on the establishment of clinician retention scale based on occupational embedding. 中国医药导报, 2020, 17(18): 72-75.
[1] 中国医师执业状况白皮书[R].中国医师协会，2018.
[2] 高贵君，马岩，方文军，等.《关于依法惩处涉医违法犯罪维护正常医疗秩序的意见》的理解与适用[J].人民司法，2014（21）：18-21.
[3] Feldman DC，Ng TWH. Careers：Mobility，embedded-ness，andsuccess [J]. J Manage，2007，33（3）：350-377.
[4] Crossley CD，Bennett RJ，Jex SM，et al. Development of a global measure of job embeddedness and integration into a traditional model of voluntary turnover [J]. J Appl Psychol，2007，92（4）：1031-1042.
[5] 逯野，马钦海，郭楠，等.职业嵌入的理论发展及阶段特征评述[J].管理学报，2017，14（10）：1570-1578.
[6] 郭静，卢国华，王瑛，等.护士职业嵌入量表的编制及信效度检验[J].中国实用护理杂志，2014，30（27）：16-20.
[7] 陈钟鸣，尹文强.基本药物制度背景下基于扎根理论的乡村医生离职倾向形成机制研究[J].中国全科医学，2015（25）：3036-3040.
[8] 沈冰洁，胡琳琳，尤莉莉，等.我国中部地区乡村医生的离职意向及影响因素研究[J].中国全科医学，2018，21（34）：4183-4187.
[9] Ng TWH，Feldman DC. Occupational embeddedness and job performance [J]. J Organ Behav，2009，30（7）：863-891.
[10] Adams G，Webster JR，Buyarski DM，et al. Development of an occupational embeddedness measure [J]. Career Dev Int，2010，15（5）：420-436.
[11] 凌文辁，方俐洛.心理与行为测量[M].北京：机械工业出版社，2003：47-52.
[12] 邱皓政，林碧芳.结构方程模型的原理与应用[M].北京：中国轻工业出版社，2009：2-89.
[13] Blau G，Chapman S，Pred RS，et al. Can a four-dimensional model of occupational commitment help to explain intent to leave one′s occupation? [J]. Career Dev Int，2009，13（2）：116-132.
[14] 孙葵，尹文强，黄冬梅，等.医生工作付出-回报失衡现状及影响因素[J]．中国公共卫生，2015，31（4）：393-396.
[15] 李璇，杨燕绥，袁向东.儿科医生工作满意度、职业倦怠与离职意向的相关性-基于广东省三甲医院的调查[J].中国卫生政策研究，2018，11（11）：68-72.
[16] 蒋春红，张研.医联体背景下县级医生工作状态变化及对离职倾向的影响调查研究[J].中国全科医学，2018， 21（8）：3986-3991.
[17] 闵瑰，赵国琴，汪爱琴.基于结构方程模型的养老护理员离职倾向研究[J].中国医药导报，2019，16（3）：159-162，181.
[18] 《全科医学》编辑部.中国湖北省全科医生的离职意向及相关因素：一项横断面研究[J].中国全科医学，2018（20）：24-25.
[19] 李艳秋，郭闯.护士情绪劳动和欺负行为与离职意愿的相关性研究[J].中国医药导报，2018，15（19）：177-180.
[20] 朱晨，张玉润.省属综合医院护工离职意愿及相关影响因素分析[J].现代医院，2019，19（8）：1134-1139，1143.
[21] 卢月，鞠磊，李江菲，等.不同维度下山东省乡村医生队伍稳定性分析[J].中国卫生事业管理，2018，35（7）：517-520.
[22] 何飞英.基于职业嵌入与离职展开模型的公立医院临床医生离职倾向因素研究[D].广州：南方医科大学，2018.
2020, Vol. 17 
京公网安备 11010502046598号