|
|
|
| Analysis of job satisfaction and influencing factors of primary medical staff based on two-factor theory |
| WU Rong1 LU Tingting1 HU Dan2 ZHU Jing3#br# |
1.Department of Technology, Nanjing First Hospital, Nanjing Medical University, Jiangsu Province, Nanjing 210006, China;
2.Institute of Healthy Jiangsu Development, Nanjing Medical University, Jiangsu Province, Nanjing 211166, China;
3.Medical Office, the Affiliated Jiangning Hospital of Nanjing Medical University, Jiangsu Province, Nanjing 211100, China |
|
|
|
Abstract Objective To understand the status quo of job satisfaction among primary medical staff, and to analyze its influencing factors based on the two-factor theory. Methods In July 2020, the job satisfaction information of 428 primary medical staff in Pukou District, Nanjing City was collected through a questionnaire survey, and quantitative analysis was carried out. Results There were statistically significant differences in the scores of different ages, positions, training frequency, the availability of alternative jobs, and the satisfaction scores of health care factors (P ＜ 0.05); there were statistically significant differences in the satisfaction scores of motivational factors among different age, educational background, position, working time, training frequency, and alternative job availability (P ＜ 0.05). Logistic regression analysis showed that job title (OR = 2.59, 95%CI: 1.33-5.04), training frequency (OR = 1.31, 95%CI: 1.09-1.58), and alternative job availability (OR = 4.11, 95%CI: 2.84-5.94) were the influencing factors of health factor satisfaction (P ＜ 0.05); job title (OR = 1.77, 95%CI: 1.04-3.01), training frequency (OR = 1.51, 95%CI: 1.27-1.79), and alternative job availability (OR = 1.93, 95%CI: 1.41-2.65) were influencing factors of motivation factor satisfaction (P ＜ 0.05). Conclusion By constructing a multi-level old-age security system and giving play to the role of material and spiritual rewards in performance incentives, the job satisfaction of primary medical staff can be effectively improved.
|
|
|
|
|
|
[1] Kasster JP. Doctor Discontent [J]. N Engl Med，1998，399（21）：1543-1544
[2] 赵世超，孟庆跃，王玲霞，等.双因素理论视角下三省乡镇卫生人员离职意愿影响因素分析[J].中国公共卫生，2020，36（6）：971-973.
[3] Kaldenberg DO，Regrut BA. Do satisfied patients depend on satisfied employees? Or，do satisfied employees depend on satisfied patients? [J]. QRC advisor，1999，15（7）：9-12.
[4] 巫蓉.浦口区分级诊疗实现路径研究[D].南京：南京医科大学，2019.
[5] 任洁，李丹.基于双因素理论的“80后”知识型员工激励薪酬制度研究[J].生产力研究，2009（9）：60-61，93.
[6] 亓莱滨.克特量表的统计学分析与模糊综合评判[J].山东科学，2006，19（2）：18-23.
[7] 周凌明，王冬.基于明尼苏达量表的医生工作满意度实证研究[J].中国卫生质量管理，2018，25（5）：55-58.
[8] 白雪，卞立妍，张雪文，等.乡村医生人格特征与工作满意度及工作投入的关系研究[J].中国农村卫生事业管理，2020，40（10）：731-735.
[9] 雷萌，汪瓒，刘军安，等.基于工作获得感和满意度的农村基层医务人员离职意愿的影响因素研究[J].中国卫生统计，2020，37（40）：547-549.
[10] 袁方.社会研究方法教程（重排本）[M].北京：北京大学出版社，2015：224.
[11] David W，Lesley H. Measures of need and outcome for primary health care [M]. Oxford：Oxford University Press，1992.
[12] 郭静，杨永华，林洁，等.基于职业差异的基层医务人员工作满意度实证分析[J].中国卫生事业管理，2020，37（9）：664-666，686.
[13] 吴宁.吉林省某地区基层医务人员工作满意度现状及影响因素研究[D].吉林：吉林大学，2017.
[14] 杨丽，连至炜，陈新月，等.我国基层医务人员工作满意度调查及影响因素分析[J].中国卫生质量管理，2020， 27（2）：68-71.
[15] 王晓沛.我国机关事业单位与企业职工养老保险制度并轨改革研究[D].石家庄：河北经贸大学，2014.
[16] 崔允芝.对我国养老保险“双轨制”并轨的思考[J].商，2015（36）：81.
[17] 鲁宏伟.我国机关事业单位养老保险制度并轨后存在的主要问题研究[D].重庆：重庆师范大学，2015.
[18] 张波，邓世汉，苍盛.医院实施绩效管理，有效发挥人力资本作用[J].中国医药导报，2008，5（32）：76-77.
[19] Gorig T，Diehl K，Greinert R，et al. Prevalence of sun-protective behaviour and intentional sun tanning in German adolescents and adults：results of a nationwide telephone survey [J]. J Eur Acad Dermatol Venereol，2018， 32（2）：225-235.
[20] 张美仙，范建明，邵振.具有我国行业特点的公立医院薪酬制度设计[J].中国社会医学杂志，2016，33（2）：107-109.
[21] 丁厅厅.分级诊疗背景下基层医务人员工作满意度研究[D].镇江：江苏大学，2019.
[22] 马天娇，李晶华，王竞，等.吉林省医务人员感知医患关系、工作投入与工作满意度的关系[J].医学与社会，2018， 31（3）：62-65.
[23] 彭世喜，张莹.加强对医务人员人文关怀的思考[J].中华现代医院管理杂志，2011，9（6）：25-27.
[24] 冯晶，申鑫，甘勇.中国东中西部地区全科医生离职意愿现状及其影响因素[J].中国公共卫生，2017，35（2222）：1-6.
[25] 杨星，杨曦，屈芳.贵州省乡镇卫生院医务人员医疗风险行为自评及影响因素分析[J].中国公共卫生，2021， 37（2）：311-314. |
|
|
|
