本文選題：住院醫(yī)師 + 規(guī)范化培訓(xùn)�。� 參考：《南京醫(yī)科大學(xué)》2017年碩士論文

【摘要】：目的:住院醫(yī)師規(guī)范化培訓(xùn)是醫(yī)學(xué)生成長(zhǎng)為合格臨床醫(yī)師的必經(jīng)途徑,是提高醫(yī)療服務(wù)質(zhì)量和水平的治本之策,有利于培養(yǎng)均質(zhì)化的優(yōu)秀臨床醫(yī)學(xué)人才和促進(jìn)醫(yī)療衛(wèi)生事業(yè)的可持續(xù)發(fā)展。本研究通過(guò)調(diào)查了解參與規(guī)范化培訓(xùn)住院醫(yī)師的滿意度情況,探討其存在的問(wèn)題與影響因素,從多角度提出可行的優(yōu)化策略與建議,為建立健全現(xiàn)有的住院醫(yī)師規(guī)范化培訓(xùn)制度提供參考依據(jù)。方法:本研究選取了南京市3家醫(yī)院的在培住院醫(yī)師作為調(diào)查對(duì)象,調(diào)查問(wèn)卷采用自行設(shè)計(jì)的《住院醫(yī)師規(guī)范化培訓(xùn)滿意度調(diào)查問(wèn)卷》。問(wèn)卷分為調(diào)查對(duì)象的基本情況和滿意度情況兩個(gè)部分。其中,滿意度情況包括六個(gè)維度,共計(jì)33個(gè)條目,均采用Likert等級(jí)量表,實(shí)行5級(jí)記分法。問(wèn)卷采用便利抽樣調(diào)查的方法,共調(diào)查了 390名住院醫(yī)師,回收有效問(wèn)卷380份。調(diào)查數(shù)據(jù)使用Microsoft Excel 2003進(jìn)行錄入,并使用SPSS20.0進(jìn)行相關(guān)的數(shù)據(jù)分析,包括一般的描述性分析(均數(shù)、標(biāo)準(zhǔn)差、構(gòu)成比等)和統(tǒng)計(jì)推斷(問(wèn)卷的信效度分析、單因素方差分析、多元線性回歸分析、相關(guān)分析),檢驗(yàn)水準(zhǔn)α=0.05,以P0.05為差異有統(tǒng)計(jì)學(xué)意義。結(jié)果:(1)滿意度問(wèn)卷的信度分析:所得Cronbach's α值為0.975,說(shuō)明問(wèn)卷具有較高的可信度。效度分析:所得KMO值為0.966,說(shuō)明樣本量充足,問(wèn)卷結(jié)構(gòu)效度較好。滿意度各條目與總體滿意度的相關(guān)性分析:相關(guān)系數(shù)r·值范圍在0.506-0.722之間,均大于0.5,且P值均小于0.01,說(shuō)明滿意度各條目與總體滿意度之間相關(guān)性較好。(2)住院醫(yī)師滿意度各條目得分的平均值在3.13-4.08之間,介于滿意度水平的"一般"和"滿意"之間�？傮w滿意度得分為3.88±0.743,屬于一般滿意,位于滿意度的中等水平。滿意度各維度得分平均值在3.26-3.99之間,由高到低依次為培訓(xùn)效果、培訓(xùn)條件、工作環(huán)境、規(guī)范管理、職業(yè)發(fā)展和經(jīng)濟(jì)因素。(3)人口學(xué)特征對(duì)住院醫(yī)師滿意度各維度得分有影響,除性別、規(guī)培專業(yè)與住院醫(yī)師滿意度各維度得分之間差異無(wú)統(tǒng)計(jì)學(xué)意義,其他均有統(tǒng)計(jì)學(xué)意義。(4)住院醫(yī)師總體滿意度在學(xué)歷、身份歸屬、參加規(guī)培時(shí)間、是否獲得醫(yī)師資格證這四個(gè)不同人口學(xué)特征上均存在統(tǒng)計(jì)學(xué)差異(P0.05)。其中,住院醫(yī)師的身份歸屬可以解釋總體滿意度得分變異的4.7%,是影響住院醫(yī)師總體滿意度的重要人口學(xué)特征因素。結(jié)論:本研究通過(guò)對(duì)住院醫(yī)師進(jìn)行滿意度問(wèn)卷調(diào)查,發(fā)現(xiàn):(1)住院醫(yī)師的總體滿意度一般;(2)住院醫(yī)師對(duì)培訓(xùn)條件和培訓(xùn)效果的滿意度較高;(3)住院醫(yī)師對(duì)經(jīng)濟(jì)因素的滿意度最低;(4)住院醫(yī)師的滿意度存在群體差異;(5)身份歸屬是人口學(xué)特征中影響最大的因素。并提出了一系列的優(yōu)化策略與建議,包括:(1)建立物質(zhì)激勵(lì)機(jī)制,改善住院醫(yī)師的薪酬待遇;(2)強(qiáng)化培訓(xùn)基地的工作環(huán)境建設(shè),構(gòu)建適合住院醫(yī)師的精神激勵(lì)機(jī)制;(3)優(yōu)化整合資源,加強(qiáng)培訓(xùn)基地的軟硬件建設(shè);(4)加強(qiáng)動(dòng)態(tài)管理,確保培訓(xùn)工作的制度化;(5)加強(qiáng)對(duì)住院醫(yī)師的醫(yī)學(xué)人文教育與科研能力培養(yǎng);(6)培訓(xùn)基地發(fā)揮協(xié)同作用,幫助住院醫(yī)師合理規(guī)劃職業(yè)生涯;(7)政府部門加強(qiáng)頂層政策設(shè)計(jì),建立與完善相關(guān)法律法規(guī)。
[Abstract]:Objective: the standardized training of residents is the necessary way for medical students to grow qualified clinicians, is a fundamental way to improve the quality and level of medical service, to cultivate excellent medical talents homogenization and promoting the sustainable development of medical and health undertakings. This study is to understand the satisfaction of participating in standardized training of resident physicians through investigation, study the existing problems and influence factors, puts forward strategies and suggestions to optimize the feasible from multiple perspectives, in order to establish and perfect the existing standardized residency training system reference. Methods: This study selected 3 hospitals of Nanjing city residents as the research object in the training, two parts of the basic circumstances and satisfaction questionnaire the self-designed < resident standardized training satisfaction questionnaire. The questionnaire for the survey. Among them, including satisfaction In six dimensions, a total of 33 entries, using Likert rating scale, the implementation of 5 scoring method. By using the method of questionnaire survey of a convenience sample, investigated a total of 390 residents, 380 valid questionnaires. The survey data using Microsoft 2003 Excel input, and analyze relevant data using SPSS20.0 analysis, including the general descriptive statistics (mean, standard deviation, percentage) and statistical inference (the reliability and validity of the questionnaire analysis, ANOVA, multiple linear regression analysis, correlation analysis), a =0.05 level test in P0.05, the difference was statistically significant. Results: (1) a reliability analysis of satisfaction questionnaire: the Cronbach's a value of 0.975, indicate that the questionnaire has high reliability. The validity analysis: the KMO value was 0.966, indicating a sufficient sample size, the questionnaire structure validity. Correlation analysis of each item and the overall satisfaction degree of satisfaction: the correlation coefficient of R And the value is in the range of 0.506-0.722, were more than 0.5, and the P values were less than 0.01, the satisfaction of each item and the overall satisfaction with good correlation. (2) the resident satisfaction of each item score average between 3.13-4.08, between the satisfaction level of the "general" and "satisfaction". The overall satisfaction score of 3.88. 0.743, belongs to the medium level in general satisfaction and satisfaction. Satisfaction scores in the average value of 3.26-3.99, from high to low in order for the training effect, training conditions, standardized management, work environment, occupation development and economic factors. (3) the demographic characteristics of the various dimensions of influence, inpatient physician satisfaction scores in gender. There was no significant difference between the training and professional resident satisfaction scores in each dimension, the other is statistically significant. (4) residents overall satisfaction in academic, identity, to participate in the training time, Whether there are statistically significant differences between the obtained doctor qualification certificate of the four different demographic characteristics (P0.05). Among them, the resident identity can explain the overall satisfaction score of 4.7% of variation, is an important demographic characteristics of residents overall satisfaction factors. Conclusion: This study was conducted on the residents' satisfaction survey found: (1) hospital physicians overall satisfaction in general; (2) residency training conditions and higher satisfaction of the training effect; (3) resident satisfaction of the minimum economic factors; (4) there are differences between groups in hospital physician satisfaction; (5) identity is the biggest factor affecting the demographic characteristics and put forward. The optimization strategies and recommendations, including a series of: (1) the establishment of material incentive mechanism, improve the residents' remuneration; (2) strengthen the training base construction work environment, suitable for the construction of hospital The division of the mechanism of spiritual motivation; (3) to optimize the integration of resources, strengthen the construction of hardware and software training base; (4) strengthen dynamic management, to ensure the system of training; (5) strengthen the training of medical humanities education and the scientific research ability of residents; (6) training base synergies, help residents reasonable occupation career planning; (7) the top policy designed to strengthen government departments, establish and improve relevant laws and regulations.

【學(xué)位授予單位】：南京醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R197.1

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 黃省利;李宗芳;劉原;武sバ，

本文編號(hào)：1761543