浙江预防医学
浙江預防醫學
절강예방의학
Zhejiang Journal of Preventive Medicine
2015年
12期
1217-1220,1225
,共5页
吴晨%陈晓耕%李傅东%林君芬
吳晨%陳曉耕%李傅東%林君芬
오신%진효경%리부동%림군분
基层医疗卫生机构%工作满意度%离职倾向
基層醫療衛生機構%工作滿意度%離職傾嚮
기층의료위생궤구%공작만의도%리직경향
Primary health institution%Job satisfaction%Turnover intention
目的：了解丽水市景宁县基层医疗卫生机构职工工作满意度、离职倾向及影响因素。方法采用通用明尼苏达满意度问卷短式量表（S - MSQ）测量景宁县基层卫生机构在岗人员的工作满意度。共发放204份问卷，有效回收199份；进行单因素方差分析和多因素 Logistic 回归分析。结果调查对象工作总体满意度平均得分为（76.39±7.28）分，处于“满意”水平；满意度得分最高条目为同事相处（4.23±0.49）分和道德价值（4.15±0.58）分；最低条目为薪酬（2.81±0.97）分和晋升（3.38±0.86）分；有6.75％的编内职工和36.11％的编外职工有离职倾向。多因素分析显示，收入是影响离职的主要因素（OR ＝0.33，95％ CI：0.19～0.58）。结论景宁县基层医疗卫生队伍工作满意度总体较好，待遇差、晋升难是当前存在的主要问题，需从增加财政投入、改革分配机制、完善晋升渠道等因素入手，促进基层医疗卫生队伍平稳发展。
目的：瞭解麗水市景寧縣基層醫療衛生機構職工工作滿意度、離職傾嚮及影響因素。方法採用通用明尼囌達滿意度問捲短式量錶（S - MSQ）測量景寧縣基層衛生機構在崗人員的工作滿意度。共髮放204份問捲，有效迴收199份；進行單因素方差分析和多因素 Logistic 迴歸分析。結果調查對象工作總體滿意度平均得分為（76.39±7.28）分，處于“滿意”水平；滿意度得分最高條目為同事相處（4.23±0.49）分和道德價值（4.15±0.58）分；最低條目為薪酬（2.81±0.97）分和晉升（3.38±0.86）分；有6.75％的編內職工和36.11％的編外職工有離職傾嚮。多因素分析顯示，收入是影響離職的主要因素（OR ＝0.33，95％ CI：0.19～0.58）。結論景寧縣基層醫療衛生隊伍工作滿意度總體較好，待遇差、晉升難是噹前存在的主要問題，需從增加財政投入、改革分配機製、完善晉升渠道等因素入手，促進基層醫療衛生隊伍平穩髮展。
목적：료해려수시경저현기층의료위생궤구직공공작만의도、리직경향급영향인소。방법채용통용명니소체만의도문권단식량표（S - MSQ）측량경저현기층위생궤구재강인원적공작만의도。공발방204빈문권，유효회수199빈；진행단인소방차분석화다인소 Logistic 회귀분석。결과조사대상공작총체만의도평균득분위（76.39±7.28）분，처우“만의”수평；만의도득분최고조목위동사상처（4.23±0.49）분화도덕개치（4.15±0.58）분；최저조목위신수（2.81±0.97）분화진승（3.38±0.86）분；유6.75％적편내직공화36.11％적편외직공유리직경향。다인소분석현시，수입시영향리직적주요인소（OR ＝0.33，95％ CI：0.19～0.58）。결론경저현기층의료위생대오공작만의도총체교호，대우차、진승난시당전존재적주요문제，수종증가재정투입、개혁분배궤제、완선진승거도등인소입수，촉진기층의료위생대오평은발전。
Objective To learn the present situation and influencing factors of job satisfaction and turnover intention among staff in primary health institutions in Jingning county,Zhejiang province. Methods Questionnaire investigation was conducted targeted to primary health workers in Jingning County. One hundred and ninety nine questionnaires were included in the analysis. One - way ANOVA and multivariable logistic regression were applied to analyze relative indicators. Results The mean score of general job satisfaction among primary health workers was 76. 39 ± 7. 28 in Jingning County. The two items with the lowest two scores of job satisfaction were compensation(2. 81 ± 0. 97)and advancement(3. 38 ± 0. 86),and the highest two were co - worker(4. 23 ± 0. 49)and moral value(4. 15 ± 0. 58). The percentage of turnover intention was 6. 75% in permanent workers and 36. 11% in temporary contract workers. Multivariable logistic regression showed that compensation was the main influencing factor associated with turnover intention(OR = 0. 33,95% CI:0. 19 -0. 58). Conclusion The primary health workers Jingning County are basically satisfied with their job,and low income and difficult promotion are the main problems at the moment. Increasing financial input,reforming income distribution mechanism and improving promotion channels are necessary to develop human resource in primary health institutions and to insure successful implementation of health care reform.
