付出回报失衡及工作环境感受对北京地区医务人员离职意愿的影响

Study on Influence of Effort-Reward Imbalance and Working Environment Perception on Turnover Intention of Medical Staff in Beijing

目的研究分析付出回报失衡、工作环境感受因子与医务人员离职意愿之间关系,探讨其影响医务人员离职意愿机制,为制定相关人才管理制度,稳定医务人员队伍提供参考。方法本研究为横断面调查研究。以北京市4156名医院、社区服务中心和乡镇卫生院医务人员为研究对象,通过医务人员个人基本信息、付出-回报失衡(ERI)量表及工作环境感受量表等收集相关资料。通过结构方程预测模型,对相关因子之间的关系进行分析。结果研究结果发现北京地区医务人员离职意愿的42.4%可由付出回报失衡、工作压力和工作满意度等工作环境感受结构因子进行解释。工作满意度、工作压力中介因子对医务人员离职意愿直接造成影响;付出回报失衡通过工作压力和工作满意度两个中介因子对离职意愿造成的间接影响大于其直接影响。结论优先提升工作满意度,减少工作压力,解决好付出回报失衡根本问题,可以减少离职倾向提升医务人员队伍稳定性。

Objective To analyze the relationship among effort-reward imbalance,work environment perception factors and turnover intention of medical staff,and to explore the mechanism of their impact on turnover intention of medical staff,so as to provide reference for formulating relevant human resource management system and stabilizing medical staff.Methods In this cross-sectional study,4156 medical staff from hospitals,community service centers and township hospitals in Beijing were selected as the research objects,and the relevant data were collected using the general information form of medical staff,the effort-reward imbalance(ERI)scale and the work environment perception scale.Structural equation model was adopted to analyze the relationship between the relevant factors.Results The results showed that 42.4%of the turnover intention of medical staff in Beijing could be explained by the structural factors such as effort-reward imbalance,work pressure and job satisfaction.Job satisfaction and job stress had a direct impact on the turnover intention of medical staff as intermediary factors;the indirect impact of effort-reward imbalance on turnover intention through the intermediary factors of job stress and job satisfaction was greater than its direct impact.Conclusion Solving the basic problem of effort-reward imbalance through improving job satisfaction and reducing work pressure can reduce turnover intention and improve the stability of medical staff.