医务人员职业生涯管理

Career Management of Medical Staff

目的研究R医院医务人员职业生涯管理现状,探讨现存问题,为医院提高员工职业规划能力,加强职业发展引导,进行科学的人力资源管理建言献策。方法基于自我职业生涯管理(ICM)层级结构模型,采用龙立荣的《职业生涯测评量表》,面向R医院全体医务人员发放,回收有效问卷2 039份。运用χ^(2)检验、logistic回归分析进行数据分析。结果在职业生涯管理的各维度指标中,职业目标维度的得分最高,职业探索、自我展示得分较低,R医院医务人员职业生涯规划意识较高,但自我管理水平有待提高;职业生涯管理能力影响因素分析发现,岗位、职称、国外培训、工作压力有统计学意义。结论 R医院需要加强员工职业生涯管理指导。建议通过分层分类的视角描绘职业发展路径,打造职业生涯管理闭环,构建医务人员职业生涯管理体系。

Objective By studying the status quo of career management of medical staff in R Hospital and exploring existing problems, the article aims to improve employees’ career planning ability and strengthen career development guidance, so as to provide suggestions for scientific human resource management.Methods Based on the self-career management(ICM) hierarchical structure model and Long Lirong’s "Career Assessment Scale", questionnaires were distributed to all medical staff in R Hospital and 2039 valid questionnaires were collected. χ^(2) test and logistic regression analysis were adopted for data analysis. Results Among the various dimensional indicators of career management, the career goal dimension scored the highest, while career exploration and self-expression scores were relatively low. Medical staff in R Hospital were highly aware of career planning, but the level of self-management needed to be improved. It was revealed by the factor analysis on the career management ability that the position, title, overseas training, and work pressure are statistically significant. Conclusion R Hospital needs to strengthen guidance for staff career management. It is recommended to blueprint the career path from the perspective of hierarchical classification, develop closed-loop career management, and build up a career management system for medical staff.