社区卫生人员的个人—组织契合度分析

Analysis on the person-organization fit for community health workers in China

目的:个人—组织契合度理论是个人与组织之间的匹配程度,可以从个人和机构两方面来分析和改善工作态度。本文目的是验证社区卫生人员个人—组织契合度与总体工作满意度的相关性,并分析契合度的现状。方法:采用个人—组织契合度的自制问卷,对全国四个省(市)做了社区卫技人员现场问卷调查,得到有效问卷656份。用因子分析、线性回归等方法分析了归属和成就需要的契合度。结果:个人—组织契合度与总体工作满意度存在显著性的相关。总体上,个人—组织契合度小于零,说明机构资源无法满足社区卫技人员的个人需要。归属需要是社区卫生人员的主要需要,其次是成就需要。归属需要的契合度要高于成就需要,尤其以同事关系的契合度最高,契合度最低的是收入和职业发展两项。结论:个人—组织契合度是工作满意度的影响因素。当前社区卫生人员的个人—组织契合度较低,尤其是成就需要的契合度。建议机构应改善归属需要的契合度,政府应调整政策提高收入、改善职业前景。

Objective： This study aims to explore the relation between person-organization fit（ P-O fit） theory with overall job satisfaction,and to analyze and improve the current P-O fit situation for community health workers（ CHWs）.Methods： Self-administered questionnaire was applied to investigate CHWs from 4 municipalities in China. We finally collected 656 valid questionnaires from on-site survey. Factor analysis and linear multiple regression were used to analyze the P-O fit. Results： P-O fit predicted the overall job satisfaction and there was a significant correlation. Generally,P-O fit was negative,indicating that the organizational resources cannot meet the CHWs＇ individual needs. There were two categories of needs,namely growth need and affiliation need from which the latter constitutes a major need for CHWs. The affiliation need＇s P-O fit had higher score than that of the growth need,particularly in the relationship between co-workers of the highest fit,income and career development being the lowest fit. Conclusion： P-O fit was one of the factors influencing job satisfaction. CHWs＇ P-O fit was negative,especially that of the need for achievement. For community health services,more attention should be paid to the affiliation need,organization should fit the growth need; and for policy-makers,regulations should be adjusted to increase revenue and improve the career prospects.