Beasley B W, Kern D E, Howard D M, Kolodner K
Department of Internal Medicine, University of Kansas School of Medicine-Wichita 67214, USA. bbeasley@kurnc,edu
Acad Med. 1999 Mar;74(3):263-70. doi: 10.1097/00001888-199903000-00017.
To develop a job-satisfaction measure that encompasses the multifaceted job of internal medicine residency program directors.
Questions were devised to measure program directors satisfaction with various facets of their jobs. In 1996, the authors surveyed all non-military internal medicine program directors in the United States.
Of the program directors surveyed, 301 (78%) responded. More respondents than non-respondents held the title of department chairperson in addition to the title of program director (22% vs 7%). Factor analysis and correlation analysis yielded a multifaceted measure (termed PD-Sat) composed of 20 questions and six facets (work with residents, colleague relationships, resources, patient care, pay, and promotion) that made sense based on literature review and discussions with program directors (face validity). The PD-Sat had good internal reliability (Cronbach's alpha = .88), as had each of its six facets (Cronbach's alphas = .60-.90). The six facets correlated modestly with one another (Pearson's r2 = .12-.67), suggesting they were measuring different aspects of a common concept. The PD-Sat correlated significantly with an established four-question global job-satisfaction scale used in previous studies (Pearson's r2 = .33) demonstrating concurrent validity. Scores on the PD-Sat predicted whether program directors were considering, seeking, or making a job change (predictive validity). The PD-Sat performed comparably well in subsets of program directors who were and were not department chairs, suggesting that it might be applicable to different populations of program directors.
The authors have developed a new facet-specific job-satisfaction measure that is reliable and valid for assessing the job satisfaction of internal medicine program directors. Because job descriptions for program directors in other specialties are similar, it may also be useful in these populations.
制定一项工作满意度测量方法，该方法涵盖内科住院医师培训项目主任多方面的工作。
设计问题以测量项目主任对其工作各方面的满意度。1996年，作者对美国所有非军事内科项目主任进行了调查。
在接受调查的项目主任中，301人（78%）做出了回应。除项目主任头衔外，拥有系主任头衔的回应者多于未回应者（22%对7%）。因子分析和相关分析产生了一个多方面的测量方法（称为PD-Sat），它由20个问题和六个方面（与住院医师共事、同事关系、资源、患者护理、薪酬和晋升）组成，基于文献综述和与项目主任的讨论，这些方面具有合理性（表面效度）。PD-Sat具有良好的内部信度（克朗巴哈系数α = 0.88），其六个方面中的每一个也具有良好的内部信度（克朗巴哈系数α = 0.60 - 0.90）。这六个方面彼此之间的相关性适中（皮尔逊r² = 0.12 - 0.67），表明它们测量的是一个共同概念的不同方面。PD-Sat与先前研究中使用的既定四问题总体工作满意度量表显著相关（皮尔逊r² = 0.33），证明了同时效度。PD-Sat的得分可预测项目主任是否正在考虑、寻求或进行工作变动（预测效度）。PD-Sat在担任和未担任系主任的项目主任子集中表现相当，表明它可能适用于不同人群的项目主任。
作者开发了一种新的针对特定方面的工作满意度测量方法，该方法对于评估内科项目主任的工作满意度是可靠且有效的。由于其他专业项目主任的工作描述相似，它在这些人群中可能也有用。
