Coyle Y M, Aday L A, Battles J B, Hynan L S
Division of General Internal Medicine, University of Texas Southwestern Medical Center at Dallas, 75235-9103, USA.
Acad Med. 1999 Sep;74(9):1021-7. doi: 10.1097/00001888-199909000-00017.
To develop a measure that could be used to identify interventions to improve the work satisfaction of academic generalists.
To field-test the measure, the authors surveyed the generalist faculty at the University of Texas Southwestern Medical Center at Dallas. Ninety-four (80%) of the faculty responded. The measure's reliability was established using Cronbach's alpha, and its validity was established with the Pearson correlation coefficient using a previously validated global work-satisfaction measure. Using ten work-satisfaction dimensions and selected faculty characteristics, the authors performed univariate and stepwise multiple regression analyses to predict the generalist faculty's global work satisfaction and intentions of leaving their positions.
Work-satisfaction dimension predictors were autonomy in the workplace, professional status, teaching activities, clinical resources and activities, professional relationships, institutional governance, compensation, and professional advancement. Faculty characteristic predictors were gender, age, race or ethnicity, and living with children.
The measure includes eight valid and reliable work-satisfaction dimensions that predict global work satisfaction or intentions to leave. Others may want to use this measure, along with the four faculty-characteristic predictors, as a management tool for improving academic generalists' work satisfaction and, ultimately, their performances and retention.
开发一种可用于识别改善学术全科医生工作满意度干预措施的方法。
为对该方法进行实地测试，作者对达拉斯德克萨斯大学西南医学中心的全科医生教员进行了调查。94名（80%）教员做出了回应。使用克朗巴哈系数确定该方法的信度，使用皮尔逊相关系数并结合先前验证的总体工作满意度测量方法确定其效度。作者利用十个工作满意度维度和选定的教员特征，进行单变量和逐步多元回归分析，以预测全科医生教员的总体工作满意度和离职意向。
工作满意度维度预测因素包括工作场所自主权、职业地位、教学活动、临床资源与活动、职业关系、机构治理、薪酬和职业发展。教员特征预测因素包括性别、年龄、种族或民族以及是否与子女同住。
该方法包含八个有效且可靠的工作满意度维度，可预测总体工作满意度或离职意向。其他人员不妨将此方法与四个教员特征预测因素一起用作管理工具，以提高学术全科医生的工作满意度，并最终提升他们的表现和留任率。
