广东省基层医疗卫生机构从事基本公共卫生服务项目人员工作不满意情况调查

Investigation on dissatisfaction of staff engaged in basic public health services in primary medical and health institutions in Guangdong Province

目的为提升人力资源管理水平,优化管理模式,激发工作积极性,推进广东省基本公共卫生服务项目工作,开展此次调查。方法采用便利抽样方法,选取广州、深圳、惠州、肇庆、清远、韶关、湛江7地市23县区150家基层医疗卫生机构1 336名从事基本公共卫生服务项目的工作人员为调查对象,使用自制量表,调查基层从事医疗卫生工作人员工作不满意情况及影响因素。单因素分析采用t检验和方差分析,多因素分析采用多重线性回归方法。结果不同地理区域(t=2.816)、工作岗位(F=3.231)、年收入(F=5.175)基层医务人员的总体不满意情况得分比较,差异均有统计学意义(P<0.01);不同性别(t=0.143)、年龄(F=0.413)、文化程度(F=1.839)、职称(F=0.996)、职务(F=2.501)、工作关系(F=1.650)基层医务人员的总体不满意情况得分比较,差异无统计学意义(P>0.05)。多重线性回归分析结果显示,影响工作不满意的最重要因素是收入,其次为所在地理区域和有无职务。结论工作回报低于预期、工作自主性低、工作量大、同事间的工作配合缺乏默契是工作不满意的外在表现,而收入是影响工作不满意的最核心要素。

Objective To improve the level of human resource management, to optimize the management mode, to stimulate the enthusiasm of work, and to promote basic public health services project in Guangdong Province, so as to carry out this investigation. Methods Convenient sampling method was used to select 1336 staff engaged in basic public health services from 150 primary medical and health institutions of 23 counties in 7 cities, including Guangzhou, Shenzhen, Huizhou, Zhaoqing, Qingyuan, Shaoguan and Zhanjiang, self-made questionnaire was used to investigate the dissatisfaction of staff on work and influencing factors. T test and variance analysis were used for univariate analysis, and multiple linear regression method was used for multivariate analysis. Results The differences of the overall dissatisfaction scores among the grass-roots medical staff of different regions(t=2.816), posts(F=3.231) and annual incomes(F=5.175) were statistically significant(P<0.01);while those among the grass-roots medical staff of different gender(t=0.143), age(F=0.413), degrees of education(F=1.839), technical titles(F=0.996), position titles(F=2.501) and working relationships(F=1.650) were not statistically significant(P>0.05). Multiple linear regression analysis showed that, the most important influencing factor of job dissatisfaction was income, and then the geographical and with or without position titles. Conclusions Job rewards lower than expectations, low work initiative, heavy workload and lack of tacit understanding among colleagues are the external performance of job dissatisfaction, and income is the most core influencing factor of job dissatisfaction.