人-组织匹配度对医护人员离职倾向影响:以珠三角9所公立医院为例

Influence of person-organization fit on turnover intention of medical staff: a case study of 9 public hospitals in the Pearl River Delta

目的检验人-组织匹配度对医护人员离职倾向的影响,检验工作投入在人-组织匹配度与医护人员离职倾向之间的中介作用。方法通过对人-组织匹配度、医护人员工作投入、医护人员离职倾向3个变量之间关系的梳理,得出基本研究假设;于2018年78月,对珠三角9所综合性公立医院的408名医护人员进行问卷调查,调查内容主要包括医护人员价值观、文化、个人能力与医院的匹配,医护人员离职倾向和医护人员工作投入等问题。运用Amos20.0构建结构方程模型,分析变量之间的关系。结果3个变量之间的路径系数分别为0.436(P<0.001)、-0.281(P<0.05)、-0.544(P<0.001),总效应值和中介效应值分别为-0.470、-0.082。人-组织匹配度与医护人员工作投入呈正相关,人-组织匹配度和医护人员工作投入均与医护人员离职倾向呈负相关,医护人员工作投入在人-组织匹配度与离职倾向之间起了部分中介作用。结论医院要减少医护人员离职倾向,必须重视医护人员与医院在价值观、文化和个人能力等方面的匹配问题,建立医护人员与医院之间的匹配评估机制,为医护人员创造良好的工作条件和氛围,激励医护人员增加工作投入。

Objective To examine the impact of person-organization fit ( P-0 fit) on turnover intention of medical staff and examine the mediating role of job involvement between P-0 fit and turnover intention of medical staff.Methods The basic research hypothesis was obtained by combing the relationship among three variables of P-0 fit, job involvement and turnover intention of medical staff.A questionnaire survey was conducted among 408 medical staff at 9 general public hospitals in the Pearl River Delta from July to August 2018.The contents of survey were as follows: the match between such factors as medical staff values, culture, personal ability and hospital, as well as turnover intention and job involvement of medical staff.The structural equation model was constructed by Amos 20.0, and the relationship between variables was analyzed.Results The path coefficients between the three variables were 0.436( P < 0.001 ),- 0.281 (P < 0.05),-0.544( P < 0.001), respectively.The total effect value and intermediate effect value were -0.470,-0.082, respectively.P-0 fit was positively related to job involvement.P-0 fit and job involvement were negatively related to turnover intention of medical staff.Job involvement partially mediated the relationship between P-0 fit and turnover intention.Conclusions In order to reduce the turnover intention of medical staff, hospitals must pay attention to the match of values, culture and personal ability between medical staff and hospitals, establish a match evaluation mechanism between medical staff and hospitals, create good working conditions and atmosphere for medical staff, and encourage medical staff to work harder.