南宁市公立医院文化建设现状调查
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摘要
目的:了解南宁市公立医院文化建设现状。方法:采用分层抽样方法,对南宁市15所公立医院的3342名职工进行问卷调查。结果:69.7%的人知道核心价值理念,70.6%的人认同核心价值理念;9.6%的人最认同的价值观是无私奉献。48.1%的人认为看爱好或有时间可以参与文化活动。31.0%的人认为职工关系一般,34.8%的人认为团队协作意识一般。63.3%的人认为在现有的管理制度下自己的才能只得到部分发挥;49.7%的人认为医院对人才培养一般关心。30.4%的人认为没有感觉到幸福感。结论:医院文化建设取得一定成效,但核心价值理念践行、职工队伍整体合力、文化活动参与积极性及职业幸福感等方面有待提升。
Objective:To explore the current situation of cultural construction of public hospital in Nanning. Methods:The stratified random sampling was used, and 3342 staffs from 15 public hospitals in Nanning were involved in the questionnaire survey. Results:69.7% of the people knew the core value concept and 70.6% agreed with the core value concept. 9.6% believed that the most recognized values were selfless dedication. 48.1% thought that they could take part in cultural activities if they liked or had time. 31.0% thought the employee relationship was normal, 34.8% thought the seuse of teamutrk was general. 63.3% believed that their talents can only be partially played under the existing management system. 49.7% thought that the hospital only paid general attention to personnel training. 30.4% believed that they did not feel happy. Conclusion:The hospital culture construction has achieved certain results, but the core value concept practice, the overall synergy of the workforce, the enthusiasm for cultural activities and the sense of professional well-being need to be improved.
Objective:To explore the current situation of cultural construction of public hospital in Nanning. Methods:The stratified random sampling was used, and 3342 staffs from 15 public hospitals in Nanning were involved in the questionnaire survey. Results:69.7% of the people knew the core value concept and 70.6% agreed with the core value concept. 9.6% believed that the most recognized values were selfless dedication. 48.1% thought that they could take part in cultural activities if they liked or had time. 31.0% thought the employee relationship was normal, 34.8% thought the seuse of teamutrk was general. 63.3% believed that their talents can only be partially played under the existing management system. 49.7% thought that the hospital only paid general attention to personnel training. 30.4% believed that they did not feel happy. Conclusion:The hospital culture construction has achieved certain results, but the core value concept practice, the overall synergy of the workforce, the enthusiasm for cultural activities and the sense of professional well-being need to be improved.
引文
[1]葛晓珍,敖检根.基于核心价值观的医院文化理念与路径探析[J].医学与社会,2015,28(7):29-31.
[2]韩修月.医疗执业环境现状与对策研究——以南宁市为例[D].广西医科大学,2016.
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[4]印素萍,任素丽,邢金常,等.医院核心价值观的构建与思考[J].中国医院管理,2016,36(12):86-87.
[2]韩修月.医疗执业环境现状与对策研究——以南宁市为例[D].广西医科大学,2016.
[3]徐龙雨,陈杰,姚央,等.北京市某三甲医院文化建设的实践探索[J].医学与社会,2015,28(1):39-41.
[4]印素萍,任素丽,邢金常,等.医院核心价值观的构建与思考[J].中国医院管理,2016,36(12):86-87.