【摘要】：目的:探析社區(qū)醫(yī)生人格特質(zhì)和工作滿意度狀況，有利于提升社區(qū)醫(yī)生服務(wù)質(zhì)量。方法：采用艾森克人格問(wèn)卷工作滿意度調(diào)查量表對(duì)廣州市116名社區(qū)醫(yī)生進(jìn)行調(diào)查。結(jié)果：1）工作滿意度：女性在報(bào)酬、管理者、操作程序、同事、工作本身和交際維度方面明顯高于男性（P0.05）；學(xué)歷高者在同事和交際維度滿意度明顯高于學(xué)歷程度低者（P0.05）；年長(zhǎng)者在晉升和獎(jiǎng)勵(lì)維度滿意度明顯高于年齡低者（P0.05）；工作年數(shù)多者在報(bào)酬、晉升、管理者、獎(jiǎng)勵(lì)和工作本身維度滿意度明顯高于工作年數(shù)少者（P0.05）；收入多者在報(bào)酬、管理者、獎(jiǎng)勵(lì)、同事和工作本身維度滿意度明顯高于收入少者（P0.05）；職稱高者在工作本身維度滿意度明顯高于職稱低者（P0.05）。2）人格特質(zhì)工作滿意度：精神質(zhì)高分特征者在管理者滿意度維度明顯高于低分特征者（P0.05）；內(nèi)外向在交際滿意度維度，差異有顯著性意義（P0.05），標(biāo)準(zhǔn)分40~60間群組滿意度最高；神經(jīng)質(zhì)在報(bào)酬、利益、獎(jiǎng)勵(lì)和操作程序滿意度維度，差異有顯著性意義（P0.05），隨著不同標(biāo)準(zhǔn)分等級(jí)升高滿意度隨之下降，神經(jīng)質(zhì)在工作本身滿意度維度，差異有顯著性意義（P0.05），標(biāo)準(zhǔn)分40~60群組滿意度最高；多血質(zhì)型在利益滿意度顯著高于抑郁質(zhì)（P0.05）。結(jié)論：在人口學(xué)方面，1）女性各維度工作滿意度均高于男性。高學(xué)歷者在同事和交際滿意度維度評(píng)價(jià)較低。3）隨著年齡、工作年數(shù)、月收入和職稱的提高，各維度滿意度也有所提高。社區(qū)醫(yī)生工作滿意度狀況和人格特質(zhì)息息相關(guān)。1）高倔強(qiáng)性影響管理者滿意度評(píng)價(jià)。2）高神經(jīng)質(zhì)對(duì)報(bào)酬、利益、獎(jiǎng)勵(lì)和操作程序評(píng)價(jià)低，，容易持負(fù)面感受。3）內(nèi)外向影響交際滿意度。4）外向穩(wěn)定人格特質(zhì)總體滿意度高，內(nèi)向不穩(wěn)定特質(zhì)總體滿意度低。社區(qū)醫(yī)院工作環(huán)境和性質(zhì)可能導(dǎo)致性別在工作滿意度上得差異，對(duì)于男性員工群體需要管理者更多的關(guān)注。加強(qiáng)管理者對(duì)人格特質(zhì)的認(rèn)識(shí)，從招聘階段物色更符合崗位需求人格特質(zhì)的員工，按員工特質(zhì)分派安排員工工作，有助于員工更好發(fā)揮工作潛能，提高工作效率和質(zhì)量，有利于社區(qū)衛(wèi)生服務(wù)質(zhì)量提高。
[Abstract]:Objective: to explore the personality traits and job satisfaction of community doctors, and to improve the service quality of community doctors. Methods: 116 community doctors in Guangzhou were investigated by Eysenck Personality questionnaire. Results: 1) Job satisfaction: women were significantly higher than men in terms of remuneration, managers, operating procedures, colleagues, job itself and communication dimensions (P0.05); The degree of satisfaction of high degree of education was significantly higher than that of low degree of education in colleague and communication dimension (P0.05), and the satisfaction degree of the elderly in promotion and reward dimension was significantly higher than that in the low age group (P0.05). The degree of satisfaction in pay, promotion, manager, reward and job itself was significantly higher in those with more years of work than those with less working years (P0.05). Those with more income were significantly higher than those with less income in terms of reward, manager, reward, colleague and job itself (P0.05). The job satisfaction of the high professional title was significantly higher than that of the low job title (P0.05). The personality trait job satisfaction was significantly higher in the high score of mental quality than that in the low score (P0.05). In the dimension of communication satisfaction, the difference was significant (P0.05), and the standard score of 400-60 groups was the highest. There was significant difference in the satisfaction of reward, benefit, reward and operation procedure (P0.05). The satisfaction of neuroticism decreased with the increase of different standard grades, and the satisfaction of neuroticism was in the dimension of job itself. There was significant difference (P0.05), the standard score of 40% 60 group satisfaction was the highest; Multi-blood type in interest satisfaction was significantly higher than that of depression (P0.05). Conclusion: in demography, 1) the job satisfaction of women is higher than that of men. The degree of satisfaction of each dimension increased with the increase of age, number of years of work, monthly income and professional title. Job satisfaction of community doctors is closely related to personality traits. 1) high stubbornness affects evaluation of managers' satisfaction. 2) High neuroticism has low evaluation of reward, benefit, reward and operation procedure. It is easy to hold negative feelings. 3) introverted and introverted personality traits affect communication satisfaction. 4) the overall satisfaction of outward stable personality traits is high, while that of introverted unstable traits is low. The working environment and nature of community hospitals may lead to gender differences in job satisfaction, and managers need to pay more attention to male staff groups. Strengthening managers' understanding of personality traits, selecting employees who are more suitable for the personality traits of their posts, and assigning employees according to their characteristics can help employees to better exert their working potential and improve their efficiency and quality. It is beneficial to improve the quality of community health service.
【學(xué)位授予單位】：廣州醫(yī)學(xué)院
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2012
【分類號(hào)】：R395

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