从医务人员心理资本与组织承诺的关系探析人性化组织管理

Analysis of the Humanized Management based on Relationship between Psychological Capital and Organizational Commitment of Medical Staff

目的了解当前医务人员的心理资本及组织承诺现状,从组织行为角度提升医院的管理水平,培养医务人员职业行为的稳定性和持续性。方法采用多阶段分层抽样的方法,对北京市一级、二级、三级医院的583名医务人员进行心理资本量表和组织承诺量表的问卷调查。结果医务人员心理资本总分为100.86±18.45分,组织承诺总分为75.61±15.51分,均处于中等偏上水平。心理资本的各维度中,医务人员的希望和韧性水平较低;组织承诺的各维度中,医务人员的经济承诺和机会承诺较低;医务人员的心理资本各维度与组织承诺总体水平呈显著相关(P<0.01),乐观和希望对医务人员的整体组织承诺水平具有显著预测力(P<0.05),其中乐观的预测力最大。结论医院应将心理资本的测量纳入员工的招聘和选拔体系中,这不仅有助于接纳高心理资本的员工;亦可在提高医务人员薪酬福利的前提下,尝试通过心理资本增值的方式提高医务人员对于本职工作的持久性和忠诚感,同时降低职业倦怠水平。

Objective To understand the current situation of medical staff's psychological capital and organizational commitment,then improve the level of hospital management and stabilize the medical staff.Methods 583 medical staff from three different levels of hospitals were elected by multistage stratified sampling and investigated with the psychological capital scale and organizational commitment scale.Results In the aspect of psychological capital,the hope and toughness of medical staff were lower.In terms of organizational commitment,economic commitment and opportunity commitment were lower.The medical staff's dimensions of psychological capital were significantly related with the organizational commitment(P<0.01),optimism and hope had a significant predictive power(P<0.05)for the overall organizational commitment of medical staff,and optimism predicted the most.Conclusion The hospital can include the measurement of psychological capital into the staff's recruitment and selection system to select the employee with high psychological capital,and can increase the persistence and loyalty of medical staff and reduce their job burnout by psychological capital appreciation.