本文選題：基層軍醫(yī) + 工作滿意度��； 參考：《第二軍醫(yī)大學》2006年碩士論文

【摘要】：研究目的:針對基層軍醫(yī)工作特點,引入組織行為學及管理心理學理論中工作滿意度、組織承諾及離職意向理論,通過對基層軍醫(yī)工作滿意度、組織承諾及離職意向的測評,研究其職業(yè)特點及內在規(guī)律,為構建基層軍醫(yī)激勵機制提供參考。 研究方法:采取分層整群抽樣的方法,以國外成熟問卷進行調查,隨機選取××軍區(qū)后整群抽取××集團軍、××集團軍全部基層軍醫(yī)為樣本共計478人,回收有效問卷478份。數據統(tǒng)一采用SPSS11.0軟件包統(tǒng)計,采用因子分析方法探討基層軍醫(yī)工作滿意度、組織承諾模型結構并通過logistic回歸對基層軍醫(yī)職業(yè)影響因素進行篩選。 研究結果:1.量表的效度及信度,研究表明基層軍醫(yī)工作滿意度、組織承諾和離職意向量表具有較好的內容效度、結構效度和效標效度,其內部一致性信度也較高,可以推廣未來實踐應用。2.量表結構模型,基層軍醫(yī)工作滿意度模型包括5個因素,分別為工作內容、工作關系、工作條件、工作成就感及工作自主性,組織承諾模型包括感情承諾、規(guī)范承諾及連續(xù)承諾3個因素。3.相關性研究,基層軍醫(yī)工作滿意度與組織承諾正相關,工作滿意度、組織承諾與離職意向負相關。4.影響因素,工作滿意度影響因素分別為年齡、婚姻、學歷、職務、分配公平性、技術進步空間、未來期望,組織承諾影響因素分別為學歷、工作時間、專業(yè)、職業(yè)成長度、未來期望,離職意向影響因素為年齡、畢業(yè)院校、領導態(tài)度。 激勵對策:1.開展職業(yè)生涯計劃激勵。2.利用薪酬福利激勵。3.善用感情激勵。4.完善組織制度激勵。
[Abstract]:Objective: to introduce the theories of job satisfaction, organizational commitment and turnover intention into the theories of organizational behavior and management psychology, and to evaluate the job satisfaction, organizational commitment and turnover intention of grass-roots military doctors. The study of their professional characteristics and internal laws provides a reference for the construction of grass-roots military doctors incentive mechanism. Methods: adopting stratified cluster sampling method, taking foreign mature questionnaire to carry on the investigation, selecting 脳 脳 military region after cluster sampling 脳 group army randomly, 脳 脳 group army, 脳 脳 group army all basic level military doctors as the sample total 478 people, collect 478 valid questionnaires. SPSS11.0 software package was used to analyze the data, factor analysis was used to study the job satisfaction of the basic military doctors, and the organizational commitment model was used to screen the influencing factors of the basic military doctors' occupation by logistic regression. The result of the study was: 1. The validity and reliability of the scale show that the basic military doctors' job satisfaction, organizational commitment and turnover intention scale have good content validity, structural validity and standard validity, and the reliability of internal consistency is also high, which can be applied in the future. 2. The structure model of the scale and the job satisfaction model of the basic military doctors included five factors: work content, working relationship, working conditions, job achievement and job autonomy, and the organizational commitment model included emotional commitment. Normative commitment and continuous commitment. Correlation study showed that job satisfaction was positively correlated with organizational commitment, job satisfaction and organizational commitment were negatively correlated with turnover intention. The influencing factors of job satisfaction are age, marriage, education, job, distribution fairness, technological progress space, future expectation, and organizational commitment factors, such as education, working time, major, career growth, etc. Future expectations, turnover intention factors are age, graduate school, leadership attitude. Incentive countermeasure: 1. Develop career plans to motivate. 2. Use compensation and benefits to motivate. Make good use of emotional motivation. Perfect the organization system to encourage.
【學位授予單位】：第二軍醫(yī)大學
【學位級別】：碩士
【學位授予年份】：2006
【分類號】：R82

【引證文獻】

相關碩士學位論文 前3條

1 楊樺;信息化條件下電子對抗部隊基層軍官工作滿意度與離職傾向的研究[D];第三軍醫(yī)大學;2011年

2 鄭云濤;杭州市交通協管員的工作滿意度與離職傾向的關系研究[D];浙江大學;2007年

3 陳國清;武警團以下干部工作滿意度、組織承諾對轉業(yè)意向的影響研究[D];國防科學技術大學;2008年

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本文編號：1914968