基于工作要求-资源模型的黑龙江省三级公立医院医生离职倾向及其影响因素

Study on the Turnover Intention and Its Influencing Factors of Doctors in Third-grade Public Hospitals in Heilongjiang Province Based on Job Demand-Resource Model

目的:了解三级公立医院医生离职倾向,并探讨其影响因素。方法:采用方便抽样的方式,选取黑龙江省7家三级公立医院的839名医生进行问卷调查,并进行描述性统计、独立样本t检验、单因素方差分析及影响因素分析。结果:医生离职倾向水平较低,愿意完全脱离公立医院的医生占比均在50.0%以下。角色模糊、角色冲突、身体负荷、组织主人翁氛围、工资满意度、患者尊重程度、人才梯度建设氛围对临床医生离职倾向影响作用显著。结论:要从流程优化、人文关怀、组织氛围等多方面改善医生执业环境,降低医生离职倾向。

Objectives:To understand the intention of doctors who quit and change their jobs in third-grade public hospitals,and to explore the influencing factors.Methods:839 doctors from seven third-grade public hospitals in Heilongjiang province were selected for questionnaire survey with the method of convenient sampling.Descriptive statistics,independent sample t test,one-way ANOVA and influencing factors analysis were employed.Results:Doctors had a lower level of turnover,less than 50%of doctors were willing to leave the public hospital completely.Role ambiguity,role conflict,physical load,organizational ownership atmosphere,salary satisfaction,patient respect,and talent gradient construction had a significant impact on clinician turnover intentions.Conclusion:It is necessary to improve the doctor′s practice environment from the aspects of process optimization,humane care,organizational atmosphere and so on.