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

【摘要】：研究目的:針對(duì)基層軍醫(yī)工作特點(diǎn),引入組織行為學(xué)及管理心理學(xué)理論中工作滿意度、組織承諾及離職意向理論,通過對(duì)基層軍醫(yī)工作滿意度、組織承諾及離職意向的測(cè)評(píng),研究其職業(yè)特點(diǎn)及內(nèi)在規(guī)律,為構(gòu)建基層軍醫(yī)激勵(lì)機(jī)制提供參考。 研究方法:采取分層整群抽樣的方法,以國(guó)外成熟問卷進(jìn)行調(diào)查,隨機(jī)選取××軍區(qū)后整群抽取××集團(tuán)軍、××集團(tuán)軍全部基層軍醫(yī)為樣本共計(jì)478人,回收有效問卷478份。數(shù)據(jù)統(tǒng)一采用SPSS11.0軟件包統(tǒng)計(jì),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(jié)構(gòu)并通過logistic回歸對(duì)基層軍醫(yī)職業(yè)影響因素進(jìn)行篩選。 研究結(jié)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(nèi)容效度、結(jié)構(gòu)效度和效標(biāo)效度,其內(nèi)部一致性信度也較高,可以推廣未來實(shí)踐應(yīng)用。2.量表結(jié)構(gòu)模型,基層軍醫(yī)工作滿意度模型包括5個(gè)因素,分別為工作內(nèi)容、工作關(guān)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(gè)因素。3.相關(guān)性研究,基層軍醫(yī)工作滿意度與組織承諾正相關(guān),工作滿意度、組織承諾與離職意向負(fù)相關(guān)。4.影響因素,工作滿意度影響因素分別為年齡、婚姻、學(xué)歷、職務(wù)、分配公平性、技術(shù)進(jìn)步空間、未來期望,組織承諾影響因素分別為學(xué)歷、工作時(shí)間、專業(yè)、職業(yè)成長(zhǎng)度、未來期望,離職意向影響因素為年齡、畢業(yè)院校、領(lǐng)導(dǎo)態(tài)度。 激勵(lì)對(duì)策:1.開展職業(yè)生涯計(jì)劃激勵(lì)。2.利用薪酬福利激勵(lì)。3.善用感情激勵(lì)。4.完善組織制度激勵(lì)。
[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(xué)位授予單位】：第二軍醫(yī)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2006
【分類號(hào)】：R82

【引證文獻(xiàn)】

相關(guān)碩士學(xué)位論文 前3條

1 楊樺;信息化條件下電子對(duì)抗部隊(duì)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(xué);2011年

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

3 陳國(guó)清;武警團(tuán)以下干部工作滿意度、組織承諾對(duì)轉(zhuǎn)業(yè)意向的影響研究[D];國(guó)防科學(xué)技術(shù)大學(xué);2008年

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本文編號(hào)：1914968