杭州市三级医院医务人员工作资源、职业召唤对工作绩效的影响

The Impact of Medical Staff’s Work Resources and Calling on Work Performance in Tertiary Hospitals of Hangzhou

目的探究医务人员职业召唤在工作资源和工作绩效之间的中介作用,为提升医务人员的工作绩效提供对策建议。方法采用单纯随机抽样法利用工作资源量表、职业召唤量表和工作绩效量表对杭州市6家三甲医院的813医务人员进行问卷调查;用结构方程模型分析工作资源、职业召唤对工作绩效的直接间接影响。结果不同婚姻状况、职称、工作年限的医务人员在工作绩效上的差异有统计学意义(P均<0.05);工作自主性对医疗服务绩效和工作奉献具有直接正向影响(β=0.08,P<0.001;β=0.30,P<0.001),职业召唤在职业发展机会与工作绩效各维度以及工作条件与工作绩效各维度之间具有中介效应(β=0.28,P<0.001;β=0.31,P<0.001;β=0.24,P<0.001和β=0.21,P<0.001;β=0.23,P<0.001;β=0.18,P<0.001)。结论医务人员工作资源中的职业发展机会和工作条件通过职业召唤影响工作绩效。

Objective To explore the mediating role of the medical staff’s calling between work resources and work performance,and to provide countermeasures and suggestions for improving the work performance of medical staff.Methods The simple random sampling method was used to conduct a questionnaire survey of 813 medical staff in 6 Grade-A tertiary hospitals in Hangzhou using the Work Resource Scale,Calling Scale and Work Performance Scale.The structural equation model was used to analyze the direct and indirect effects of work resources and calling on work performance. Results There were statistically significant differences in the work performance of medical staff with different marital statuses,professional title and working years(P<0.05). Work autonomy has a direct positive impact on medical service performance and work dedication (β=0.08,P<0.001;β=0.30,P<0.001). Calling has a mediating effect between career development opportunities and the various dimensions of work performance,and also between working conditions and the various dimensions of work performance (β=0.28,P<0.001;β=0.31,P<0.001;β=0.24,P<0.001 and β=0.21,P<0.001;β=0.23,P<0.001;β=0.18,P<0.001). Conclusion Career development opportunities and working conditions affect work performance through calling.