不同岗位序列员工工作满意度及主要激励因素研究

Different Position Sequences Job Satisfaction and the Main Moticating Mactors Mesearch

目的探讨综合医院不同岗位序列员工工作满意度及激励策略。方法选取某三甲医院1 740名员工,采用方差分析比较不同岗位序列员工满意度差异。采用最小二乘法计算不同岗位序列员工满意度各条目得分。采用主成分分析法计算不同岗位序列员工满意度各构成指标在相应岗位总体满意度中的权重系数。结果医生、护士群体的工作满意度相对较低,技术员的满意度相对较高。各岗位激励指标,医生为"职称评定制度"、"保障部门支持"和"付出回报匹配";护士为"绩效工资分配"、"职业安全保障"、"付出回报匹配"和"参与管理机会";技术员为"职称评定制度"和"值班制度安排";行政后勤人员为"职务晋升机会"、"个人能力发挥"和"培训进修机会"。结论不同岗位序列员工的需求偏好以及对各激励指标的满意度感受存在差异,医院人力资源管理应掌握员工不同需要,构建多层次、多元化的激励机制。

Objective To investigate job satisfaction and incentive strategy of staff of different position sequences in general hospital. Method A total of 1740 participants were recruited from a Third- level Grade A hospital. Job satisfaction of different position sequences were compared by using analysis of variance method. The least square method was used to estimate each score of the item of each position sequence. Central aspirations of each position sequence were determined through value coefficient of each index of overall by principal component analysis. Result Doctors and nurses had relatively lower job satisfaction scores,and the technicians had higher scores. The job appraisal system,logistics departments supporting and balance of pay and gain were the incentive indicators for doctor. The performance salary distribution system,occupational safety,balance of pay and gain,and participating in management were the incentive indicators for nurse. The performance salary distribution system,the duty system were the incentive indicators for technicians. The opportunities for promotion,role of personnel capability,training and continuing education opportunities were the incentive indicators for administration and logistics staff. Conclusion There had difference among different position sequences on demand preferences and satisfaction degree of incentive indexes. Building multi- level and wide range of incentives mechanism is necessary to accommodate different demand preferences of staff in human resource management in hospital.