自贡市6家公立医院行政管理人员离职倾向现状及相关因素
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摘要
目的 了解自贡市公立医院行政管理人员离职倾向现状,分析其离职倾向在不同个体与工作特征上的差异,为降低离职倾向提供参考。方法 2018年4—5月采用离职倾向问卷对随机抽取的四川自贡市6家市属三级公立医院的133名行政管理人员进行问卷调查,并对数据进行分析。结果 调查对象离职倾向总均分为2.11±1.02,26.3%的调查对象离职倾向得分均值大于量表中值3;调查对象中男性离职倾向显著高于女性(t=2.814,P<0.01),低年龄组高于高年龄组(F=4.878,P<0.01),单身人士高于已婚人士(t=3.125,P<0.01),低工作收入者高于高工作收入者(F=4.484,P<0.05),低工作年限者高于高工作年限者(F=2.747,P<0.05),无职务者高于有职务者(t=3.371,P<0.01),无事业单位正式编制者高于有编制者(t=2.243,P<0.05),来自专科医院的行政管理人员离职倾向高于来自综合医院者(t=2.145,P<0.05)。结论 自贡市公立医院行政管理人员存在一定程度的离职倾向,男性、低龄、单身、低工作收入、低工作年限、无职务、无编制人员及专科医院的行政管理人员离职倾向相对较为严重,公立医院管理者可以采取针对性的措施降低行政管理人员的离职倾向。
[Objective]To understand the turnover intention condition of public hospital administrators in Zigong City,analyze the differences in turnover intention among different personal characteristics and job characteristics,so as to provide reference for re ducing turnover intention.[Methods]By the turnover tendency questionnaire,a questionnaire survey was conducted among133 administrators in six municipal tertiary public hospitals in Zigong City of Sichuan Province from May to August in 2018. And the data were analyzed.[Results]The average score of turnover intention among respondents was 2.11 ±1.02,and 26.3% of respondents had the score higher than the median of the scale(3 points). Among the respondents,males had the higher turnover intention than females(t=2.814,P<0.01),lower age group was significantly higher than older age group(F=4.878,P<0.01),single person had the higher turnover intention than married person(t=3.125,P<0.01),lower income group was significantly higher than higher income group(F=4.484,P<0.05),lower working years group was significantly higher than high working yeas group(F=2.747,P<0.05),people without positions had the higher turnover intention than those with positions(t=3.371,P<0.01),people without officially posts had the higher turnover intention than those with officially posts(t=2.243,P<0.05),and administrators from specialized hospitals had the higher turnover intention than those from general hospitals(t =2.145,P <0.05).[Conclusion]The public hospital administrators in Zigong City have a certain degree of turnover intention,and the turnover intention of male,young age,single,low income,low working life,no position,non-officially posts and administrators from specialist hospitals is relatively serious. The public hospital managers should take targeted measures to reduce the turnover intention of administrators.
[Objective]To understand the turnover intention condition of public hospital administrators in Zigong City,analyze the differences in turnover intention among different personal characteristics and job characteristics,so as to provide reference for re ducing turnover intention.[Methods]By the turnover tendency questionnaire,a questionnaire survey was conducted among133 administrators in six municipal tertiary public hospitals in Zigong City of Sichuan Province from May to August in 2018. And the data were analyzed.[Results]The average score of turnover intention among respondents was 2.11 ±1.02,and 26.3% of respondents had the score higher than the median of the scale(3 points). Among the respondents,males had the higher turnover intention than females(t=2.814,P<0.01),lower age group was significantly higher than older age group(F=4.878,P<0.01),single person had the higher turnover intention than married person(t=3.125,P<0.01),lower income group was significantly higher than higher income group(F=4.484,P<0.05),lower working years group was significantly higher than high working yeas group(F=2.747,P<0.05),people without positions had the higher turnover intention than those with positions(t=3.371,P<0.01),people without officially posts had the higher turnover intention than those with officially posts(t=2.243,P<0.05),and administrators from specialized hospitals had the higher turnover intention than those from general hospitals(t =2.145,P <0.05).[Conclusion]The public hospital administrators in Zigong City have a certain degree of turnover intention,and the turnover intention of male,young age,single,low income,low working life,no position,non-officially posts and administrators from specialist hospitals is relatively serious. The public hospital managers should take targeted measures to reduce the turnover intention of administrators.
引文
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[2]MOBLEY WH.Intermediate linkages in the relationship between job satisfaction and employee turnover[J].J Appl Psychol,1977,62(2):237-240.
[3]崔剑,尹璐,刘震,等.公立医院行政管理人员的现状与思考[J].中国医药导报,2014,11(3):148-151.
[4]FARH JL,TSUI AS,XIN K,et al.The Influence of Relational Demography and Guanxi:The Chinese Case[J].Organ Sci,1998,9(4):471-488.
[5]李灿,辛玲.调查问卷的信度与效度的评价方法研究[J].中国卫生统计,2008,25(5):541-544.
[6]孙少星,王立成,王家富,等.医务人员职业倦怠对工作满意度及离职倾向的影响[J].中国医院管理,2014,34(11):34-36.
[7]马凯.吉林市基层医务人员人格特质、工作特征、留职意愿与职业倦怠现状及影响因素分析[D].长春:吉林大学,2016:42-43.
[8]CAMERINO D,CONWAY PM,van der HEIJDEH BIJM,et al.Age-dependent relationships between work ability,thinking of quitting the job,and actual leaving among Italian nurses:A longitudinal study[J].Int J Nurs Stud,2008,45(11):1645-1659.
[9]王幼芳.长春市三级甲等医院合同制护士离职倾向及相关因素研究[D].长春:吉林大学,2010:29-30.
[10]张光梓.医生组织承诺现状及与离职倾向关系研究[D].成都:西南财经大学,2010:51.
[11]申继亮,李永鑫,张娜.教师人格特征和组织认同与工作倦怠的关系[J].心理科学,2009,32(4):774-777.
[12]董银儿.职业倦怠与离职意向的关系研究[D].杭州:杭州师范大学,2016:28-32.
[13]朱海华,晏钢.知识型员工的组织认同与忠诚度研究[J].现代管理科学,2006(7):85-86.
[14]幸箐筠.基于工作满意度中介变量的医务人员医患关系感知和离职倾向研究[D].重庆:重庆医科大学,2016:18-20.