上海某新建三级医院后勤社会化职工管理状况调查与思考

Investigation and consideration of the management of logistics socialized staff in a new tertiary hospital in Shanghai

目的深入了解上海某新建三级医院后勤社会化职工管理状况并有的放矢研究对策,强化凝聚力建设。方法 2018年7月采用方便抽样及随机抽样的方法抽取350名该医院后勤社会化职工进行管理状况问卷调查。调查内容包括后勤社会化职工价值观、工作生活学习状况、单位认同感等方面,合计20个条目,采用统计分析来研究后勤社会化职工的管理状况。结果综合统计分析表明,在新形势下,后勤社会化职工的管理已与医院正式在编的后勤职工有所不同。他们高度关注所在公司及服务医院的工作目标,有94.85%的职工清楚所在医院及公司的工作目标,70.10%的职工对医院发展所持的态度是"有信心"。岗位自我实现情况乐观,工作积极性好,有92.78%的职工认为能够"充分发挥"或"基本发挥",89.00%的职工对于所在公司的薪资制度感到合理,但只有61.51%的职工认为目前的薪资与自己的工作质量匹配;对于理论业务学习的意识不够统一,有95.88%的职工有着进一步深造学习的想法,43.29%的职工对待规章制度学习的态度是"感觉有必要,主动学";另有34.36%的职工"不感兴趣,很少学"。结论后勤社会化改革后,在新的管理体制下,后勤职工与医院的关系更为松散,应通过加强对后勤社会化职工教育引导,结合用真情和亲情凝聚后勤职工等多种举措,强化后勤社会化职工对医院的认同感,强化凝聚力建设。

Objective To understand the management status of logistics socialized staff in a new tertiary hospital in Shanghai, and research countermeasures to strengthen the cohesion construction. Methods Total 350 logistics socialized staff of the hospital were selected by convenient sampling and random sampling to conduct a questionnaire survey on management status in July 2018. The survey included the values of logistics socialized employees, work life learning status, unit identity and so on, with a total of 20 items. Statistical analysis was used to study the management status of logistics socialized staff. Results The comprehensive statistical analysis showed that under the new situation, the management of logistics socialized staff was different from that of the formal staff in the hospital. They paid great attention to the work objectives of their hospital and company: 94.85% of the staff were clear about the work objectives of their hospital and company;70.10% of the staff had a "confident" attitude towards the development of the hospital, but 29.90% of the staff still thought that "it doesn’t matter, they don’t care";92.78% of the staff thought that they can "give full play" or "basically give play" to their work enthusiasm;89.00% of the staff thought that the salary system of their company is reasonable, but only 61.51% of the staff thought that the current salary matches their work quality. Their awareness of theoretical business learning was not unified, 95.88% of the staff had the idea of further study, 43.29% of the staff had the attitude of "feel necessary, take the initiative to learn" towards the learning of rules and regulations, another 34.36% of the staff were "not interested, seldom learn". Conclusion After the reform of logistics socialization, under the new management system, the relationship between logistics staff and hospital is looser. We should strengthen the education and guidance of logistics socialization staff, combine with many measures such as gathering logistics staff with true feelings and family feelings, strengthen the recognition of logistics socialization staff to hospital, and the construction of cohesion.