新疆某三甲医院医务人员付出-回报失衡与工作满意度关系研究

Study on the relationship between effort-reward imbalance and job satisfaction among medical staff in a tertiary hospital in Xinjiang

目的 探讨新疆某三甲医院医务人员付出-回报失衡与工作满意度的相关性,为制订有针对性的干预措施提供参考依据。方法 采用自编基本情况调查表、明尼苏达满意度短式量表(MSQ)和付出-回报失衡问卷(ERI),通过整群抽样法于2019年12月至2020年1月对该院工作1年以上的在编医务人员进行付出-回报失衡与工作满意度调查,并探讨相关性。结果 回收问卷1189份,工作满意度平均分为(3.80±0.61)分;有62.83%的调查对象处于付出-回报失衡状态,50.38%处于超负荷状况,且付出-回报失衡组和超负荷组的调查对象工作满意度均分和四个维度的均分均低于付出-回报平衡组和非超负荷组,差异有统计学意义(P <0.01);工作满意度与付出、超负荷、ERI评分呈负相关,与回报呈正相关(P <0.01);付出、回报、超负荷和付出回报比(ERI)、超负荷状况可以预测工作满意度。结论 该院医务人员付出回报失衡和工作满意度显著相关,工作满意度越高,医务人员越趋向于付出-回报平衡状态。医院管理者应探索缓解医务人员付出回报失衡和超负荷水平、提高医务人员工作满意度的有效干预措施。

Objective To explore the relationship between effort-reward imbalance(ERI)and job satisfaction among medical staff in a tertiary hospital in Xinjiang,so as to provide a reference basis for developing targeted interventions.Methods Medical staff working for more than 1 year in the hospital was surveyed on ERI and job satisfaction using a self-designed basic information questionnaire,the short-form Minnesota Satisfaction Questionnaire(MSQ)and the Effort-reward Imbalance(ERI)Questionnaire from December 2019 to January 2020,by the cluster sampling method.Besides,the relationship between ERI and job satisfaction was discussed.Results A total of 1189 questionnaires were collected.The mean score of job satisfaction was(3.80±0.61)scores.62.83%of the respondents were in ERI,of which 50.38%were in overload.The mean scores of job satisfaction and four dimensions for the respondents in the ERI and overload groups were lower than those in the effort-reward balance and non-overload groups,with statistically significant differences(P<0.01).Job satisfaction was negatively correlated with effort,overload and ERI scores,and positively correlated with reward(P<0.01).Effort,reward,overload,effort-reward index(ERI),and overload levels could predict job satisfaction.Conclusion The ERI of medical staff is significantly correlated with job satisfaction in this hospital,and the higher the job satisfaction,the more likely that medical staff is in an effort-reward balance.Therefore,hospital mangers should explore effective interventions to alleviate the ERI and overload levels and improve job satisfaction among medical staff.