基于潜在剖面分析的高绩效工作系统与医务人员工作满意度关系研究

Relationship Between High Performance Work Systems and Job Satisfaction of Medical Staff Based on Latent Profiles Analysis

目的探究医务人员高绩效工作系统(HPWS)感知的潜在类别及其特征,分析其与工作满意度的关系。方法采用自行设计的问卷调查表,对杭州市6家三甲医院共1113名医务人员进行问卷调查,运用潜在剖面分析(LPA)对医务人员HPWS感知情况进行分类,利用单因素方差分析比较医务人员HPWS感知的类别特征,并通过分层回归法分析HPWS与医务人员工作满意度的关系。结果LPA将医务人员分为3种类别,高绩效工作系统感知型(H-PWS)中年龄≤35岁、工作时间≥13 h的医务人员分布相对较多;低绩效工作系统感知型(L-PWS)中男性,年龄36~45岁、岗位为医生的医务人员分布相对较多;中绩效工作系统感知型(M-PWS)则在人口学资料方面没有表现出突出的特征。与职称和月收入等相比,HPWS感知情况对医务人员工作满意度影响更大(△R^2=0.125,P<0.001)。相比L-PWS医务人员,H-PWS和M-PWS医务人员的工作满意度更高(β=0.502,P<0.001;β=0.234,P<0.001)。结论医院应重视HPWS建设,围绕医务人员HPWS感知的类别特征制定针对性的管理措施,提升医务人员工作满意度。

Objective To explore the potential categories and characteristics of medical staff’s perception of High Performance Work System(HPWS),and to analyze their relationship with job satisfaction. Methods A total of 1 113 medical staff from six third-grade class-A hospitals in Hangzhou were investigated by self-designed questionnaire.Latent Profiles Analysis(LPA) was used to classify the HPWS perception of medical staff. The category characteristics of HPWS perception of medical staff were compared by one-way ANOVA,and the relationship between HPWS and job satisfaction of medical staff was analyzed by hierarchical multiple regression. Results LPA divides medical staff into three categories. The distribution of medical staff with age ≤35 years and working hours 13 hours or more was relatively more in the High-Performance Work System(H-PWS);In the Low-Performance Work System(LPWS),there was a relatively large distribution of medical staff aged 36 to 45 years old and working as doctors;Medium-Performance Work System(M-PWS) do not exhibit prominent features in demographic data. HPWS category had a greater impact on job satisfaction of medical staff than age and monthly income (△R^2=0.125,P<0.001). Medical staff with H-PWS and M-PWS had higher job satisfaction than those with L-PWS (β=0.502,P<0.001;β=0.234,P<0.001). Conclusion The hospital should pay attention to the construction of HPWS,and formulate targeted management measures around the characteristics of the medical staff perceived by HPWS to improve the job satisfaction of medical staff.