上海市全科医生工作满意度调查

Survey on work satisfaction among general practitioners in Shanghai

目的了解上海市全科医生工作满意度现状，为医疗机构制定职业激励机制提供参考。方法2014年2月1日至2015年6月30日，利用明尼苏达满意度短式量表和自行设计的职业满意度调查问卷对上海市社区全科医生进行调查分析。结果调查覆盖上海市17个区县223家社区卫生服务中心的1159名全科医生。明尼苏达职业满意度短式量表回收有效问卷1041份，问卷有效率89．8％（1041／1159）；职业满意度调查问卷回收有效问卷988份，问卷有效率85．3％（988／1159）。研究对象的工作满意度总得分为（69．63±10．44）分；全科医生工作满意度最高得分项目为“能做不违背良心的事”[（3．98±0．73）分]，最低得分项目为工作报酬与工作量[（2．70±1．06）分]；20．0％（197／985）的全科医生认为目前的执业环境极为恶劣；58．4％（575／985）的全科医生认为目前的工作量很大或较大；21．8％（214／982）的全科医生感觉较有成就感；69．8％（686／983）的全科医生的月收入在3000—5000元，而受调查的全科医生表示理想收入中位数为10000元；对工作岗位不满意的全科医生占37．4％（366／979），不满意的主要原因为收入少（94．5％，346／366），其他原因包括业务能力得不到提高（64．5％，236／366）、工作条件差（47．8％，175／366）、职称得不到解决（37．4％，137／366）等；9．7％（95／979）表示有机会将离开单位去从事别的行业。结论上海市社区全科医生工作满意度不高。如何进行职业激励，提高其工作满意度已成为当前迫切需要解决的问题。

Objective To survey the status quo of work satisfaction of general practitioners （GPs） in Shanghai. Methods The status of work satisfaction was investigated with Minnesota job satisfaction questionnaire （MSQ） and self-designed job satisfaction questionnaire among 1 159 GPs working in 223 community heahhcare centers from 17 districts/county in Shanghai from February 2014 to June 2016. Results Total 1 041 valid MSQ were collected with a recovery rate of 89.8% （ 1 041/1 159） and 988 valid self-designed job satisfaction questionnaire were collected a recovery rate of 85.3% （988/1 159）. The total score of the job satisfaction was （ 69.63±10.44） points. The highest score of work satisfaction was for moral value （3.98 ± 0.73） points, and the lowest score was for work remuneration and workload （2.70 ±1.06） points; 20. 0% （197/985）of the participants thought that their working environment is extremely poor; 58.4% （575/985）thought that the workload was very or quite heavy; 21.8% （214/982）felt a sense of accomplishment; 69.8% （686/983）had a monthly income of 3000 -5000 Yuan, while they expected a median of 10 000 Yuan; 37.4% （366/979） were not satisfied with their job mainly for the reason of low income （94.5% , 346/366） , other reasons included incapability of competence improvement （ 64.5% , 236/366）, poor working conditions （47.8%, 175/366） and unsatisfactory professional titles （37.4%, 137/366） ; 9.7% of participants expressed their intention to quit and start other career. Conclusion The work satisfaction of community-based GPs in Shanghai is not high. It has become an urgent issue to give them career incentives to improve their work satisfaction.