本文關(guān)鍵詞： 社區(qū)衛(wèi)生服務(wù) 衛(wèi)生人員 工作滿意度 影響因素分析　出處：《中國(guó)全科醫(yī)學(xué)》2017年04期 　論文類型：期刊論文

【摘要】：目的了解我國(guó)四省市社區(qū)衛(wèi)生技術(shù)人員的工作滿意度及其影響因素。方法本研究采用多階段抽樣方法。采用立意抽樣,在東部地區(qū)選取山東省、上海市,在中部地區(qū)選取安徽省,在西部地區(qū)選取陜西省;在3個(gè)省各抽取省會(huì)所在市和1個(gè)社區(qū)衛(wèi)生服務(wù)發(fā)展較好的地級(jí)市;在每個(gè)市(包括上海市)各抽取1個(gè)區(qū),共7個(gè)區(qū)。采用分層抽樣,在每個(gè)區(qū)依據(jù)社區(qū)衛(wèi)生服務(wù)機(jī)構(gòu)舉辦主體類型分層抽樣,每層最多抽取3個(gè)社區(qū)衛(wèi)生服務(wù)機(jī)構(gòu),共抽取61個(gè)社區(qū)衛(wèi)生服務(wù)機(jī)構(gòu)。采用整群抽樣,在每個(gè)社區(qū)衛(wèi)生服務(wù)機(jī)構(gòu)選取調(diào)查當(dāng)日所有在崗的衛(wèi)生技術(shù)人員共713例作為本研究對(duì)象。自行編制調(diào)查問卷,問卷主要內(nèi)容為:社區(qū)衛(wèi)生技術(shù)人員的基本情況;工作滿意度情況,包括總體滿意度及工作量、精神鼓勵(lì)、培訓(xùn)機(jī)會(huì)、福利待遇滿意度。于2013年8—9月,采用自填式調(diào)查問卷進(jìn)行調(diào)查。共發(fā)放問卷713份,回收有效問卷656份,問卷的有效回收率為92.0%。結(jié)果社區(qū)衛(wèi)生技術(shù)人員的總體滿意度得分為(3.55±0.74)分,工作量、精神鼓勵(lì)、培訓(xùn)機(jī)會(huì)、福利待遇滿意度得分分別為(3.31±0.78)、(3.28±0.75)、(3.33±0.78)、(3.03±0.88)分。不同區(qū)域社區(qū)衛(wèi)生技術(shù)人員的總體滿意度得分比較,差異有統(tǒng)計(jì)學(xué)意義(P0.05)。不同區(qū)域社區(qū)衛(wèi)生技術(shù)人員的工作量、精神鼓勵(lì)、福利待遇滿意度得分比較,差異均有統(tǒng)計(jì)學(xué)意義(P0.05);培訓(xùn)機(jī)會(huì)滿意度得分比較,差異無統(tǒng)計(jì)學(xué)意義(P0.05)。多因素Logistic回歸分析結(jié)果顯示,職稱、是否在編、2012年個(gè)人收入是社區(qū)衛(wèi)生技術(shù)人員工作滿意度的影響因素(P0.05)。結(jié)論社區(qū)衛(wèi)生技術(shù)人員的工作滿意度水平不高,不同區(qū)域社區(qū)衛(wèi)生技術(shù)人員的工作滿意度有差異。職稱、是否在編、2012年個(gè)人收入對(duì)社區(qū)衛(wèi)生技術(shù)人員的工作滿意度有影響。建議從服務(wù)價(jià)格、醫(yī)保支付方式、財(cái)政補(bǔ)償?shù)榷喾饺胧?建立更為有效的薪酬分配和績(jī)效考核機(jī)制,提高社區(qū)衛(wèi)生技術(shù)人員的工作滿意度水平。
[Abstract]:Objective to understand the job satisfaction and its influencing factors of community health technicians in four provinces and cities of China. Select Anhui Province in the central region, Shaanxi Province in the western region; The provincial capitals and one prefecture-level city with better development of community health services were selected from each of the three provinces. In each city (including Shanghai), 1 district was selected for 7 districts. Stratified sampling was adopted, and stratified sampling was conducted in each district according to community health service organization. A total of 61 community health service agencies were selected from each layer, and a cluster sampling was used. A total of 713 health technicians were selected from each community health service institution as the subjects of this study. The questionnaire was compiled by ourselves. The main contents of the questionnaire are as follows: the basic situation of community health technicians; Job satisfaction, including overall satisfaction and workload, mental encouragement, training opportunities, and satisfaction with benefits and benefits. Aug.-September, 2013. A total of 713 questionnaires were distributed and 656 valid questionnaires were collected. Results the total satisfaction score of community health technicians was 3.55 鹵0.74, workload, mental encouragement, training opportunities. The scores of satisfaction with welfare treatment were 3.31 鹵0.78, 3.28 鹵0.75 and 3.33 鹵0.78, respectively. The scores of total satisfaction of community health technicians in different regions were significantly different (P 0.05). The workload of community health technicians in different regions was higher than that in other regions. The scores of mental encouragement and welfare treatment satisfaction were significantly different (P 0.05). There was no significant difference in the score of training opportunity satisfaction (P 0.05). The results of multivariate Logistic regression analysis showed that the title was in preparation. In 2012, personal income was the influencing factor of job satisfaction of community health technicians. Conclusion the level of job satisfaction of community health technicians is not high. There are differences in job satisfaction of community health technicians in different regions. Job title, whether in preparation or not, personal income in 2012 has an impact on job satisfaction of community health technicians. In order to improve the level of job satisfaction of community health technicians, more effective salary distribution and performance appraisal mechanism should be established, such as medical insurance payment, financial compensation and so on.
【作者單位】： 復(fù)旦大學(xué)公共衛(wèi)生學(xué)院 衛(wèi)生部衛(wèi)生技術(shù)評(píng)估重點(diǎn)實(shí)驗(yàn)室 國(guó)民健康社會(huì)風(fēng)險(xiǎn)預(yù)警協(xié)同創(chuàng)新中心;上海交通大學(xué)公共衛(wèi)生學(xué)院;復(fù)旦大學(xué)附屬中山醫(yī)院;國(guó)家衛(wèi)生與計(jì)劃生育委員會(huì)衛(wèi)生統(tǒng)計(jì)信息中心;
【分類號(hào)】：R197.6
【正文快照】： 郭敏璐,張明吉,王偉,等.我國(guó)四省市社區(qū)衛(wèi)生技術(shù)人員的工作滿意度及其影響因素研究[J].中國(guó)全科醫(yī)學(xué),2017,20(4):406-410.[www.chinagp.net] GUO M L,ZHANG M J,WANG W,et al.Level and influencing factors of job satisfaction in community health technical personnel in

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