Andrew J. Noblet, BEd, PGDipBusAdmin, PhD, is Professor, Department of Management, Deakin Business School, Deakin University, Geelong, Australia. E-mail:
Health Care Manage Rev. 2017 Jul/Sep;42(3):237-246. doi: 10.1097/HMR.0000000000000104.
Job engagement represents a critical resource for community-based health care agencies to achieve high levels of effectiveness. However, studies examining the organizational sources of job engagement among health care professionals have generally overlooked those workers based in community settings.
This study drew on the demand-control model, in addition to stressors that are more specific to community health services (e.g., unrewarding management practices), to identify conditions that are closely associated with the engagement experienced by a community health workforce. Job satisfaction was also included as a way of assessing how the predictors of job engagement differ from those associated with other job attitudes.
METHODOLOGY/APPROACH: Health and allied health care professionals (n = 516) from two Australian community health services took part in the current investigation. Responses from the two organizations were pooled and analyzed using linear multiple regression.
The analyses revealed that three working conditions were predictive of both job engagement and job satisfaction (i.e., job control, quantitative demands, and unrewarding management practices). There was some evidence of differential effects with cognitive demands being associated with job engagement, but not job satisfaction.
The results provide important insights into the working conditions that, if addressed, could play key roles in building a more engaged and satisfied community health workforce. Furthermore, working conditions like job control and management practices are amenable to change and thus represent important areas where community health services could enhance the energetic and motivational resources of their employees.
工作投入是社区卫生保健机构实现高效率的关键资源。然而，研究社区卫生保健专业人员的组织投入源的研究通常忽略了那些社区环境中的工作人员。
本研究除了更具体的社区卫生服务压力源（例如，无回报的管理实践）外，还借鉴了需求控制模型，以确定与社区卫生工作者的投入密切相关的条件。工作满意度也被包括在内，以评估工作投入的预测因素与其他工作态度相关因素有何不同。
方法/方法：来自澳大利亚两个社区卫生服务机构的卫生和相关医疗保健专业人员（n=516）参与了当前的调查。这两个组织的回复被合并，并使用线性多重回归进行分析。
分析表明，有三个工作条件对工作投入和工作满意度都具有预测性（即工作控制、量化需求和无回报的管理实践）。认知需求与工作投入有关，但与工作满意度无关，这表明存在一些差异效应的证据。
结果为工作条件提供了重要的见解，如果得到解决，这些条件可能在建立更投入和更满意的社区卫生工作队伍方面发挥关键作用。此外，像工作控制和管理实践这样的工作条件是可以改变的，因此代表了社区卫生服务机构可以增强其员工的活力和激励资源的重要领域。
