本文選題：滿意度 + 臨床研究協(xié)調(diào)員��； 參考：《暨南大學(xué)》2017年碩士論文

【摘要】：背景和目的:近年來,由于患者數(shù)量龐大,低廉的臨床試驗成本,導(dǎo)致越來越多的國際多中心臨床試驗在我國展開。臨床研究協(xié)調(diào)員是從整體上協(xié)調(diào)臨床試驗的專職人員。我國引入臨床研究協(xié)調(diào)員較晚,整體行業(yè)還處于探索過程,臨床研究協(xié)調(diào)員的管理模式多樣化,不同管理模式的公司為了生存發(fā)展必須留住人才,要想吸引和留住人才,充分發(fā)掘員工的智慧和才能,就必須提高員工的滿意度,增強員工對企業(yè)的歸屬感。本研究比較了不同管理模式下臨床研究協(xié)調(diào)員滿意度,發(fā)現(xiàn)各種管理模式下存在的問題,為各公司提出相應(yīng)的改進建議與改進措施,提高其管理效率。方法:文章首先根據(jù)訪談法和關(guān)鍵事件法制作了不同管理模式臨床研究協(xié)調(diào)員對自我工作滿意度評價和臨床監(jiān)查員對不同管理模式研究協(xié)調(diào)員工作滿意度評價兩份調(diào)查問卷,對這兩份調(diào)查問卷進行了預(yù)調(diào)查,并且對調(diào)查問卷的質(zhì)量做了信度和效度的評估;其次發(fā)放這兩份調(diào)查問卷,回收調(diào)查問卷并進行結(jié)果統(tǒng)計;結(jié)果:不同管理模式臨床研究協(xié)調(diào)員對自我工作滿意度評價的α系數(shù)=0.747,問卷的信度非常好,問卷可靠性高,數(shù)據(jù)結(jié)構(gòu)上的六個主成分對應(yīng)之前設(shè)計好的六個維度,調(diào)查問卷的結(jié)構(gòu)效度好。臨床監(jiān)查員對不同管理模式CRC工作滿意度評價α系數(shù)=0.906,問卷的信度非常好,問卷可靠性高,數(shù)據(jù)結(jié)構(gòu)上的五個主成分對應(yīng)之前設(shè)計好的五個維度,調(diào)查問卷的結(jié)構(gòu)效度好。醫(yī)院聘請模式:工作環(huán)境方面的滿意指數(shù)和滿意率最高;工作內(nèi)容方面滿意指數(shù)最高,滿意率最低;物資管理方面滿意指數(shù)最低,滿意率排第四位;溝通能力方面滿意指數(shù)最低,滿意率排第二位;護士兼職模式:主觀能動方面滿意指數(shù)最高,滿意率排第二位,臨床研究協(xié)調(diào)員對主觀能動方面很滿意。數(shù)據(jù)錄入方面滿意指數(shù)和滿意率最低,資料管理方面滿意指數(shù)和滿意率最低。三方三議與三方二議較為接近。工作機制滿意指數(shù)和滿意率最高。工作環(huán)境滿意指數(shù)和滿意率最低。數(shù)據(jù)錄入方面滿意指數(shù)和滿意率最高。資料管理方面滿意指數(shù)滿意率最高。專業(yè)素養(yǎng)方面滿意指數(shù)滿意率最高。資料管理滿意指數(shù)最高,滿意率較低。申辦方派遣模式:工作內(nèi)容滿意指數(shù)和滿意率高。個人價值滿意度和滿意指數(shù)高。物資管理滿意指數(shù)高。專業(yè)素養(yǎng)滿意指數(shù)和滿意率低。結(jié)論:不同管理模式臨床研究協(xié)調(diào)員需要做不同的改進措施,建議如下:醫(yī)院聘請模式:加強物資管理、提高溝通能力、合理分配工作量。護士兼職模式:完善數(shù)據(jù)錄入、加強資料管理。三方三議與三方二議模式:改善工作環(huán)境。申辦方派遣模式:提高專業(yè)素養(yǎng)。
[Abstract]:Background and objective: in recent years, more and more international multi-center clinical trials have been carried out in China due to the large number of patients and the low cost of clinical trials. The clinical research coordinator is a professional who coordinates clinical trials as a whole. The introduction of clinical research coordinator in China is late, and the whole industry is still in the process of exploration. The management mode of clinical research coordinator is diversified. Companies with different management modes must retain talents in order to survive and develop, in order to attract and retain talents, To fully explore the intelligence and talent of employees, we must improve their satisfaction and their sense of belonging to the enterprise. This study compares the satisfaction of clinical research coordinators under different management modes, finds out the problems existing in various management modes, and puts forward corresponding suggestions and measures to improve the management efficiency of companies. Methods: according to the methods of interview and critical events, two questionnaires were made to evaluate the self-satisfaction of the clinical research coordinator in different management models and the evaluation of the job satisfaction of the clinical supervisor to the coordinator of the different management model. The two questionnaires were pre-investigated, and the reliability and validity of the questionnaires were evaluated. Secondly, the questionnaires were released, the questionnaires were collected and the results were counted. Results: the 偽 coefficient of self-evaluation of job satisfaction was 0.747, the reliability of the questionnaire was very good, the reliability of the questionnaire was high, and the six principal components in the data structure were the six dimensions designed before the evaluation. The structure validity of the questionnaire is good. The reliability of the questionnaire is very good, the reliability of the questionnaire is high, the five dimensions designed before the five principal components in the data structure correspond to each other, and the structure validity of the questionnaire is good. Hospital employment model: the highest satisfaction index and satisfaction rate in working environment, the highest satisfaction index and the lowest satisfaction rate in work content, the lowest satisfaction index in material management, the fourth satisfaction rate; The satisfaction index of communication ability is the lowest, the satisfaction rate is the second, the part-time mode of nurses is the highest in subjective activity and the second in satisfaction rate, and the clinical research coordinator is satisfied with subjective initiative. The data entry satisfaction index and satisfaction rate are the lowest, and the data management satisfaction index and satisfaction rate are the lowest. The three-way discussion and the three-way discussion are close to each other. The work mechanism satisfaction index and satisfaction rate are the highest. The work environment satisfaction index and satisfaction rate are the lowest. Data entry satisfaction index and satisfaction rate is the highest. The satisfaction rate of data management index was the highest. Professional satisfaction index satisfaction rate is the highest. The data management satisfaction index was the highest and the satisfaction rate was lower. Applicant dispatch mode: job content satisfaction index and high satisfaction rate. Personal value satisfaction and satisfaction index are high. Material management satisfaction index is high. Professional satisfaction index and low satisfaction rate. Conclusion: the clinical research coordinators of different management models need to do different improvement measures. The suggestions are as follows: hospital hiring mode: strengthen material management, improve communication skills, and distribute workload rationally. Nurse part-time mode: perfect data entry, strengthen data management. Three-party discussion and three-party two-discussion mode: improve the working environment. Applicant dispatch mode: improve professional quality.
【學(xué)位授予單位】：暨南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：R95

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相關(guān)期刊論文 前10條

1 胡薏慧;元唯安;劉力;;臨床研究協(xié)調(diào)員對藥物臨床試驗的影響[J];上海中醫(yī)藥雜志;2016年S1期

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本文編號：2085502