公立医院医生工作满意度与工作投入之间的关系研究

顾冬红; 许沛尧; 王萌康; 李则颖; 张琳洁; 董潇杨; 刘毅

doi:10.12182/20210160509

公立医院医生工作满意度与工作投入之间的关系研究

A Study of the Relationship Between Job Satisfaction and Work Engagement of Physicians in Public Hospitals

摘要

摘要:
目的了解公立医院医生工作满意度与工作投入的水平，分析工作满意度与工作投入两者之间的交互关系，探讨工作满意度各维度如何影响工作投入，为提高公立医院医生的工作投入水平提供参考依据。
方法在四川省6家公立医院（3家三级医院和3家二级医院）中通过方便抽样得到638份医生调查问卷进行数据描述与分析。采用Pearson相关方法分析工作满意度和工作投入之间的相关关系，多重线性逐步回归方法分析工作投入及各维度的影响因素。
结果工作满意度中，医生评分对人身安全（3.77±0.87）、领导认同与支持（3.59±0.77）、工作压力（3.51±0.81）的满意度较高。工作投入及各维度的均分分别为：工作投入总均分（4.02±0.99）、奉献（4.21±1.13）、专注（4.19±1.08）、活力（3.63±1.04）。工作满意度中，报酬与待遇、工作环境、社会认可、组织管理、领导认同与支持与工作投入及各维度存在正相关。工作满意度中，社会认可、领导认同与支持、工作成就、人身安全、组织管理5个维度对工作投入及各维度有显著影响作用。
结论重视医生被认可、自我实现的高层次需要、医患沟通、医生的个人发展，提高医生的工作满意度，可提高医生的工作投入水平。

Abstract:
Objective To understand the level of job satisfaction and work engagement of physicians in public hospitals, to analyze the interaction between job satisfaction and work engagement, and to discuss how each dimension of job satisfaction affects work engagement so as to provide information and reference for improving the level of work engagement of physicians in public hospitals.
Methods Covering 6 public hospitals in Sichuan (3 tertiary-level hospitals and 3 secondary-level hospitals), 638 questionnaires were obtained from physicians through convenient sampling for data description and analysis. Pearson correlation method was used to analyze the correlation between job satisfaction and work engagement, and multiple linear stepwise regression method was used to analyze work engagement and the influencing factors of each dimension.
Results With regard to job satisfaction, physicians showed high levels of satisfaction in personal safety (3.77±0.87), leadership identification and support (3.59±0.77), and job pressure (3.51±0.81). The mean points of work engagement and each dimension were as follows: total mean points of work engagement (4.02±0.99), dedication (4.21±1.13), absorption (4.19±1.08) and vigor (3.63±1.04). In job satisfaction, salary and benefits, work environment, social recognition, organizational management, leadership identification and support are positively correlated to work engagement and all dimensions. In job satisfaction, 5 dimensions, including social recognition, leadership recognition and support, work achievement, personal safety and organizational management, had a significant influence on work engagement and all dimensions.
Conclusion Emphasis on the high-level needs for recognition and self-actualization of doctors, doctor-patient communication, and personal development of doctors may improve doctors' job satisfaction and work engagement.

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