[1]林琳,丁晶宏,万秦,等.不同岗位序列员工工作满意度及主要激励因素研究[J].中国卫生质量管理,2016,23(03):048-52.[doi:10.13912/j.cnki.chqm.2016.23.3.15]
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不同岗位序列员工工作满意度及主要激励因素研究
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《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R]

卷:
第23卷
期数:
2016年03期
页码:
048-52
栏目:
服务质量
出版日期:
2016-05-28

文章信息/Info

作者:
林琳；丁晶宏；万秦；张挽澜；李振燕；田东华
中日友好医院
关键词:
岗位序列; 工作满意度; 员工激励
Keywords:
Position Sequence;  Job Satisfaction;  Staff Incentive
DOI:
10.13912/j.cnki.chqm.2016.23.3.15
摘要:
目的探讨综合医院不同岗位序列员工工作满意度及激励策略。方法选取某三甲医院1 740名员工，采用方差分析比较不同岗位序列员工满意度差异。采用最小二乘法计算不同岗位序列员工满意度各条目得分。采用主成分分析法计算不同岗位序列员工满意度各构成指标在相应岗位总体满意度中的权重系数。结果医生、护士群体的工作满意度相对较低，技术员的满意度相对较高。各岗位激励指标，医生为“职称评定制度”、“保障部门支持”和“付出回报匹配”；护士为“绩效工资分配”、“职业安全保障”、“付出回报匹配”和“参与管理机会”；技术员为“职称评定制
Abstract:
ObjectiveTo investigate job satisfaction and incentive strategy of staff of different position sequences in general hospital.MethodA total of 1740 participants were recruited from a Third-level Grade A hospital. Job satisfaction of different position sequences were compared by using analysis of variance method. The least square method was used to estimate each score of the item of each position sequence. Central aspirations of each position sequence were determined through value coefficient of each index of overall by principal component analysis.ResultDoctors and nurses had relatively lower job satisfaction scores, and the technicians had higher scores. The job appraisal system, logistics departments supporting and balance of pay and gain were the incentive indicators for doctor. The performance salary distribution system, occupational safety, balance of pay and gain, and participating in management were the incentive indicators for nurse. The performance salary distribution system, the duty system were the incentive indicators for technicians. The opportunities for promotion, role of personnel capability, training and continuing education opportunities were the incentive indicators for administration and logistics staff.ConclusionThere had difference among different position sequences on demand preferences and satisfaction degree of incentive indexes. Building multi-level and wide range of incentives mechanism is necessary to accommodate different demand preferences of staff in human resource management in hospital.

参考文献/References:

［1］［美］斯蒂芬·P·罗宾斯.组织行为学精要［M］.7版北京:中国人民大学出版社,2004：1-275.

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更新日期/Last Update: 2016-05-28