全科医生工作满意度调查——以安徽省为例
|
摘要
目的:了解安徽省全科医生工作满意度基本状况,并对如何提高全科医生工作满意度提出相关建议。方法:采用分层随机抽样法,在安徽省按较大城市、中小城市、县城、乡镇四种地区类型抽取全科医生,采用自制问卷调查其基本情况、工作满意度和离职想法,共发放400份问卷,回收有效问卷382份,有效回收率95.5%。结果:工作满意度总平均分M=3.32±0.48,各维度得分从高到低依次为:人际关系、工作本身、职业发展、工作条件、政策制度、报酬福利;离职想法为:从未有141人(36.9%)、有时有222人(58.1%)、经常有19人(5.0%);不同年龄、工龄的全科医生在工作条件维度上差异均有统计学意义;不同工作地区类型的全科医生满意度,在总体和报酬福利、职业发展维度上差异有统计学意义;不同学历全科医生工作满意度在工作本身维度上差异有统计学意义;工作满意度总体及各维度得分与离职意愿程度的相关系数均为负值且具有统计学意义。结论:安徽省全科医生工作满意度处于中等水平,大多数全科医生有过离职想法。应健全分级诊疗的相关政策和制度,加强全科医生学历教育和专业思想教育,提高全科医生的待遇和地位。
Objective To study the basic situation of job satisfaction about general practitioners( GPs) in Anhui province,and proposes several pieces of advice to promote the GPs' job satisfaction. Methods By using the stratified random sampling method,collect data according to the four region types of large city,small and medium city,county and town in Anhui province,and using self-made questionnaire to investigate the GPs' basic situation,job satisfaction and turnover intention. Totally 400 GPs were investigated and 382 effective responded,the valid response rate was 95. 5%. Results The mean of the overall job satisfaction is3. 32 ± 0. 483,the scores of six dimensions in descending order were: interpersonal relationship,work itself,career development,working conditions,policies and systems,pay and benefits; The numbers of subjects who never,sometimes,usually have turnover intention were 141( 36. 9%),222( 58. 1%),19( 5. 0%) respectively; there were significant differences in the working conditions dimension among different age groups and among diffenent working years groups of GPs; the GPs in different working area types have significant differences in the total score,pay and benefits,career development dimensions of job satisfaction; there was significant difference in work itself dimension among different education background groups; the correlation coefficients between overall job satisfaction,every dimension and turnover intention were negative,all reached significance level. Conclusion The GPs' job satisfaction is in middle level in Anhui province,and the majority of the GPs had the turnover intention. Further perfect the policy and system about the hierarchical diagnosis and treatment,strengthen the academic and the specialized ideological education,and to improve their treatment and position.
Objective To study the basic situation of job satisfaction about general practitioners( GPs) in Anhui province,and proposes several pieces of advice to promote the GPs' job satisfaction. Methods By using the stratified random sampling method,collect data according to the four region types of large city,small and medium city,county and town in Anhui province,and using self-made questionnaire to investigate the GPs' basic situation,job satisfaction and turnover intention. Totally 400 GPs were investigated and 382 effective responded,the valid response rate was 95. 5%. Results The mean of the overall job satisfaction is3. 32 ± 0. 483,the scores of six dimensions in descending order were: interpersonal relationship,work itself,career development,working conditions,policies and systems,pay and benefits; The numbers of subjects who never,sometimes,usually have turnover intention were 141( 36. 9%),222( 58. 1%),19( 5. 0%) respectively; there were significant differences in the working conditions dimension among different age groups and among diffenent working years groups of GPs; the GPs in different working area types have significant differences in the total score,pay and benefits,career development dimensions of job satisfaction; there was significant difference in work itself dimension among different education background groups; the correlation coefficients between overall job satisfaction,every dimension and turnover intention were negative,all reached significance level. Conclusion The GPs' job satisfaction is in middle level in Anhui province,and the majority of the GPs had the turnover intention. Further perfect the policy and system about the hierarchical diagnosis and treatment,strengthen the academic and the specialized ideological education,and to improve their treatment and position.
引文
[1] 尹文强,徐雪艳.国内外医生工作满意度与稳定性研究现状与展望[J].中华医院管理杂志,2006,22(8):537-541.
[2] 国家卫生和计划生育委员会.2017中国卫生和计划生育统计年鉴[M].中国协和医科大学出版社,2017.
[3] 辛艳,李滢滢,谢小妃,等.社区医疗机构公众就诊行为意向影响因素研究[J].中国卫生事业管理,2016,33(2):91-93.
[4] 姜洁,李幼平.我国分级诊疗模式的演进及改革路径探讨.四川大学学报(哲学社会科学版),2017 (4):29-35.
[5] 王刚,郭慧,杨天澍.黑龙江省全科医生工作激情实证研究.医学与社会,2017,30(2):56-59.
[6] 常广明,王硕.全科医生离职倾向水平及影响因素研究[J].中国全科医学,2016,19(25):3008-3011.
[7] 中国医师协会.中国医师执业状况白皮书[EB/OL].http://www.cmda.net/zlwqgzdt/596.jhtml,2015-05/2018-09.
[8] 安景欢,王志成,屈伟,等.西部H省民族地区乡镇卫生院医务人员工作满意度调查分析.中国现代医生,2013,51(29):11-13.
[9] 马天龙.发达国家全科医生薪酬福利制度解析[J].中国卫生人才,2015(01):24-27.
[10] 刘国恩,官海静.分级诊疗与全科诊所:中国医疗供给侧改革的关键.中国全科医学,2016,19(22):2619-2623.
[11] 石景芬,龚永,李元峰,等.医患关系评价模型及影响因素研究[J].中国卫生事业管理,2015,32(8):586-591.
[12] 张宇,张东华,薄红,等.浅谈我国全科医生的培养现状、问题与对策[J].继续医学教育,2015,29(9):3-5.
[13] 赵明月,孙骞,尹爱田,等.全科医生培养机制中的问题与解决路径[J].中国卫生事业管理,2017,34(7):534-536.
[14] 唐绍洪,崔垚,刘屹.分级诊疗制度关涉主体的利益冲突与协调[J].中州学刊,2017(2):70-75.
[15] 代涛,黄菊,马晓静.国际全科医生制度发展历程:影响因素分析及政策启示[J].中国卫生政策研究,2015,8(2):1-7.
[16] 杨顺心,黄菊,代涛.英国全科医生制度发展经验与启示[J].中国社会医学杂,2016,33(3):261-264.
[2] 国家卫生和计划生育委员会.2017中国卫生和计划生育统计年鉴[M].中国协和医科大学出版社,2017.
[3] 辛艳,李滢滢,谢小妃,等.社区医疗机构公众就诊行为意向影响因素研究[J].中国卫生事业管理,2016,33(2):91-93.
[4] 姜洁,李幼平.我国分级诊疗模式的演进及改革路径探讨.四川大学学报(哲学社会科学版),2017 (4):29-35.
[5] 王刚,郭慧,杨天澍.黑龙江省全科医生工作激情实证研究.医学与社会,2017,30(2):56-59.
[6] 常广明,王硕.全科医生离职倾向水平及影响因素研究[J].中国全科医学,2016,19(25):3008-3011.
[7] 中国医师协会.中国医师执业状况白皮书[EB/OL].http://www.cmda.net/zlwqgzdt/596.jhtml,2015-05/2018-09.
[8] 安景欢,王志成,屈伟,等.西部H省民族地区乡镇卫生院医务人员工作满意度调查分析.中国现代医生,2013,51(29):11-13.
[9] 马天龙.发达国家全科医生薪酬福利制度解析[J].中国卫生人才,2015(01):24-27.
[10] 刘国恩,官海静.分级诊疗与全科诊所:中国医疗供给侧改革的关键.中国全科医学,2016,19(22):2619-2623.
[11] 石景芬,龚永,李元峰,等.医患关系评价模型及影响因素研究[J].中国卫生事业管理,2015,32(8):586-591.
[12] 张宇,张东华,薄红,等.浅谈我国全科医生的培养现状、问题与对策[J].继续医学教育,2015,29(9):3-5.
[13] 赵明月,孙骞,尹爱田,等.全科医生培养机制中的问题与解决路径[J].中国卫生事业管理,2017,34(7):534-536.
[14] 唐绍洪,崔垚,刘屹.分级诊疗制度关涉主体的利益冲突与协调[J].中州学刊,2017(2):70-75.
[15] 代涛,黄菊,马晓静.国际全科医生制度发展历程:影响因素分析及政策启示[J].中国卫生政策研究,2015,8(2):1-7.
[16] 杨顺心,黄菊,代涛.英国全科医生制度发展经验与启示[J].中国社会医学杂,2016,33(3):261-264.