Department of Psychiatry, McGill University, Montreal, QC, Canada.
Douglas Hospital Research Centre, Douglas Mental Health University Institute Research Centre, 6875 LaSalle Blvd., Montreal, QC, H4H 1R3, Canada.
Psychiatr Q. 2018 Jun;89(2):399-413. doi: 10.1007/s11126-017-9543-6.
Using a structural analysis, this study examines the relationship between job satisfaction among 315 mental health professionals from the province of Quebec (Canada) and a wide range of variables related to provider characteristics, team characteristics, processes, and emergent states, and organizational culture. We used the Job Satisfaction Survey to assess job satisfaction. Our conceptual framework integrated numerous independent variables adapted from the input-mediator-output-input (IMOI) model and the Integrated Team Effectiveness Model (ITEM). The structural equation model predicted 47% of the variance of job satisfaction. Job satisfaction was associated with eight variables: strong team support, participation in the decision-making process, closer collaboration, fewer conflicts among team members, modest knowledge production (team processes), firm affective commitment, multifocal identification (emergent states) and belonging to the nursing profession (provider characteristics). Team climate had an impact on six job satisfaction variables (team support, knowledge production, conflicts, affective commitment, collaboration, and multifocal identification). Results show that team processes and emergent states were mediators between job satisfaction and team climate. To increase job satisfaction among professionals, health managers need to pursue strategies that foster a positive climate within mental health teams.
本研究采用结构分析方法，考察了魁北克省（加拿大）315 名心理健康专业人员的工作满意度与一系列与提供者特征、团队特征、流程和新兴状态以及组织文化相关的广泛变量之间的关系。我们使用工作满意度调查来评估工作满意度。我们的概念框架整合了来自投入-中介-产出-投入（IMOI）模型和综合团队有效性模型（ITEM）的许多独立变量。结构方程模型预测了工作满意度的 47%的方差。工作满意度与八个变量相关：强大的团队支持、参与决策过程、更紧密的合作、团队成员之间较少的冲突、适度的知识生产（团队流程）、坚定的情感承诺、多焦点认同（新兴状态）和属于护理行业（提供者特征）。团队氛围对六个工作满意度变量（团队支持、知识生产、冲突、情感承诺、协作和多焦点认同）有影响。结果表明，团队流程和新兴状态是工作满意度与团队氛围之间的中介因素。为了提高专业人员的工作满意度，卫生管理人员需要采取策略，在心理健康团队中营造积极的氛围。
