CAJ | 학술논문

目的：探寻上海交通大学医学院附属精神卫生中心(以下简称“我院”)公开招聘工作中可能存在的影响因素,针对影响因素提出改进建议,为完善公开招聘工作提供理论依据,更好地营造我院招贤纳士的环境。方法采取德尔菲法,遴选出16名专家,通过两轮德尔菲法问卷咨询,利用SPSS 21.0统计学软件进行统计分析,确定我院公开招聘工作中的影响因素及其重要程度。结果两轮咨询专家积极系数均为100%,专家权威系数分别为0.76和0.80。第一轮变异系数为0.13,肯德尔和谐系数为0.48,第二轮变异系数为0.07,肯德尔和谐系数为0.74,经检验差异均有统计学意义(P<0.05)。我院公开招聘工作的负面影响因素排名前3位的依次为：招聘信息宣传力度不大；笔试和面试成绩比重分配缺乏科学性；面试缺乏统一评分标准。结论对我院公开招聘工作的影响因素及其重要程度的确定给我院有针对性地提出改进建议提供了理论依据。
목적：탐심상해교통대학의학원부속정신위생중심(이하간칭“아원”)공개초빙공작중가능존재적영향인소,침대영향인소제출개진건의,위완선공개초빙공작제공이론의거,경호지영조아원초현납사적배경。방법채취덕이비법,린선출16명전가,통과량륜덕이비법문권자순,이용SPSS 21.0통계학연건진행통계분석,학정아원공개초빙공작중적영향인소급기중요정도。결과량륜자순전가적겁계수균위100%,전가권위계수분별위0.76화0.80。제일륜변이계수위0.13,긍덕이화해계수위0.48,제이륜변이계수위0.07,긍덕이화해계수위0.74,경검험차이균유통계학의의(P<0.05)。아원공개초빙공작적부면영향인소배명전3위적의차위：초빙신식선전력도불대；필시화면시성적비중분배결핍과학성；면시결핍통일평분표준。결론대아원공개초빙공작적영향인소급기중요정도적학정급아원유침대성지제출개진건의제공료이론의거。
Objective To find potential influence factor of open recruitment in Shanghai Mental Health Center Affiliat-ed to Shanghai Jiaotong University School of Medicine (“our hospital”for short) and give targeted suggestion for provid-ing theoretical basis for perfecting the open recruitmere and creating a better recruiting environment. Methods Delphi method was used. 16 experts were enrolled to give two rounds of Delphi consultation. SPSS 21.0 statistical software was used for statistical analysis, in order to determine the influencing factors and its importance from the open recruitment work. Results Positive coefficients of experts were both 100%. Authoritative expert advice factors were 0.76 and 0.80 respectively. In the first round, coefficient of variation was 0.13 and coordination coefficient (Kendall's W ) was 0.48. In the second round, coefficient of variation was 0.07 and coordination coefficient (Kendall's W ) was 0.74. Both two rounds of coordination coefficient tests was statistically significant (P< 0.05). The top three influence factors of open recruitment in our hospital were as followed: lack of influence in recruiting advertising; lack of scientific allocation in proportion of scores between written test and interview;the evaluation standard was not unified. Conclusion Confirming the influencing factors and its importance of open recruitment in our hospital can provide a theoretical basis for giving suggestion to improve the open recruitment in our hospital.