Muñoz-Seco E, Coll-Benejam J M, Torrent-Quetglas M, Linares-Pou L
Unidad Sanitaria de Es Castell, Centro de Salud Dalt Sant Joan, Mahon, IbSalut, Menorca, Islas Baleares, Spain.
Aten Primaria. 2006 Mar 15;37(4):209-14. doi: 10.1157/13085951.
To describe the quality of professional life (QPL) as perceived by primary care workers and to measure the organizational climate (OC). To identify the influence of OC on QPL and the variables that explain this relationship.
Cross-sectional study.
Primary care centres in the Menorca Health Area (Balearic Islands, Spain).
One hundred and sixty six primary care, including health-workers and others.
Two anonymous, self-administered, PC-validated questionnaires were filled in: QPL-35 (dimensions: perception of demands, support from managers, and motivation) and OC (dimensions: team-work, cohesion, and commitment). Age, seniority, professional group, job relationship, and the health centre were analysed.
Positive answers: 67.4%. Average QPL was 5.78, lower for older workers and higher among those perceiving more cohesion. Average score for perceived demands was 5.53, higher among physicians and less if there is high commitment. Support from managers was 4.9, positively associated with cohesion and team-work and negatively associated with permanent workers and clerical staff. Intrinsic motivation was 7.43, greater if commitment was higher. Regardless of age, professional category and seniority, there was a significant association between OC and QPL (strongest in the motivation [r2=0.26] and managerial support [r2=0.476] dimensions).
OC influences QPL, especially in motivation and managerial support. Commitment enhances motivation and perception of demands. Where there is better cohesion and team-work, the manager s support is also rated more highly.
描述初级保健工作者所感知的职业生活质量（QPL）并衡量组织氛围（OC）。确定OC对QPL的影响以及解释这种关系的变量。
横断面研究。
梅诺卡岛健康区（西班牙巴利阿里群岛）的初级保健中心。
166名初级保健人员，包括卫生工作者及其他人员。
填写两份经个人电脑验证的匿名自填问卷：QPL - 35（维度：需求感知、管理者支持和动机）和OC（维度：团队合作、凝聚力和敬业度）。分析了年龄、资历、专业组、工作关系和健康中心等因素。
肯定回答率为67.4%。QPL平均分为5.78，年长工作者得分较低，感知到更强凝聚力的人得分较高。需求感知平均分为5.53，医生得分较高，敬业度高时得分较低。管理者支持得分为4.9，与凝聚力和团队合作呈正相关，与长期工和文职人员呈负相关。内在动机为7.43，敬业度越高动机越强。无论年龄、专业类别和资历如何，OC与QPL之间均存在显著关联（在动机[r2 = 0.26]和管理者支持[r2 = 0.476]维度中关联最强）。
OC影响QPL，尤其是在动机和管理者支持方面。敬业度增强动机和需求感知。凝聚力和团队合作越好，对管理者支持的评价也越高。
