摘要
目的 :分析不同级别公立医院、不同收入医师的工作满意度、离职倾向及收入分配现状,探讨薪酬公平感对医师工作满意度、离职倾向的预测能力。方法 :利用医师薪酬公平感量表、工作满意度量表及离职倾向量表,对山东省三地市1 910名公立医院医师实施调查,采用描述、相关分析及层次回归分析等分析资料。结果 :医师薪酬公平感均分(2.75±1.10)分;工作满意度均分(3.12±0.85)分;离职倾向均分(2.23±1.03)分。薪酬公平感对医师工作满意度、离职倾向分别具有明显的正负向预测作用,分别解释变异的26.3%和11.6%。结论 :薪酬公平感是医师工作满意度和稳定性的重要影响因素,但目前基层医疗机构、低收入医师薪酬公平感较低。设计医师薪酬制度时需了解医师报酬与付出的职业心态,体现其技术劳务价值。
Objective：To analyze the job satisfaction,turnover intention and the current situation of doctors’ income distribution of different hospitals and at different income levels,and to explore predictive ability of perceptions of payment fairness to doctors’ job satisfaction and turnover intention. Methods：Perceptions of payment scale,job satisfaction scale and turnover intention scale were used and 1 910 doctors from three cities in Shandong Province were investigated. Descriptive analysis,correlation analysis and hierarchical regression analysis were used to analyze the data. Results：The average score of fairness payment perceptions was（2.75±1.10）points;the average score of job satisfaction was（3.12±0.85）points;the average score of turnover intention was（2.23±1.03）points. Perceptions of payment fairness for doctors to job satisfaction and turnover intention were obvious positive and negative predictive;the explained variance was 26.3%and 11.6%,respectively. Conclusion：Perceptions of payment fairness is an important factor of job satisfaction and stability of doctors,but the doctors of grassroots medical institutions and with low-income have a low sense of fairness of income distribution. It is suggested that relevant departments fully understand the professional psychology of pay out and rewards,and design reasonable remuneration system to meet the medical sector characteristics and reflect technical service value.
出处
《中国卫生资源》
北大核心
2016年第3期199-202,共4页
Chinese Health Resources
基金
国家自然科学基金(71103129)
教育部人文社科规划项目(09YJA630114)
山东省自然科学基金(ZR2014GL011)
关键词
公立医院医师
薪酬公平感
工作满意度
离职倾向
doctor in public hospital
perception of payment fairness
job satisfaction
turnover intention
