Family and Community Medicine, University of Kansas School of Medicine-Wichita, USA.
University of Minnesota Medical Center Family Medicine Residency Program, Minneapolis, USA.
Int J Med Educ. 2020 Feb 28;11:47-53. doi: 10.5116/ijme.5e3e.7f16.
The authors examined the associations between work engagement, job satisfaction, and turnover intentions among family medicine residency (FMR) managers.
We conducted a cross-sectional online survey of 511 FMR manager members of the Association of Family Medicine Administration using purposive sampling. The Utrecht Work Engagement Scale, Job Satisfaction Survey, and Boshoff and Allen's 3-item scale were used to assess work engagement, job satisfaction, and turnover intentions respectively. Descriptive statistics, Chi-Square tests, Pearson's correlations, 2-way contingency table analysis, and hierarchical regression analyses were used to analyze the data.
The response rate was 70.6% (389/551). Work engagement was positively correlated with job satisfaction (r=.513, p<.001) and negatively correlated with turnover intentions (r=.580, p<.001). Turnover intention was negatively correlated with job satisfaction (r=-.690, p<.001). Positive assessment of nature of work (t=15.06, p<.001), fringe benefits (t=6.89, p<.001), communication (t=2.27, p<.05), and promotion (t=2.48, p<.05) predicted work engagement. Work engagement (t=-4.31, p<.001), pay (t=-3.71, p<.001), supervision (t=-3.51, P<.01), contingent rewards (t=-2.39, p<.05), nature of work (t=-2.16, p<.05), and communication (t=-2.15, p<.05) predicted turnover intentions.
Our findings demonstrate associations between work engagement, job satisfaction, and turnover intentions. When medical residency managers are emotionally and cognitively engaged at work, they tend to remain in the organization, validating and rewarding organizations that foster employee engagement. Further studies are needed to establish a causal relationship between work engagement, job satisfaction, and turnover intentions and to investigate other potential factors that could contribute to enriching the job satisfaction of this crucial group of professionals.
作者研究了家庭医学住院医师培训（FMR）管理人员的工作投入、工作满意度和离职意向之间的关系。
我们采用目的抽样法，对家庭医学管理协会的 511 名 FMR 管理人员进行了横断面在线调查。使用乌得勒支工作投入量表、工作满意度调查和 Boshoff 和 Allen 的 3 项量表分别评估工作投入、工作满意度和离职意向。使用描述性统计、卡方检验、皮尔逊相关、2 项交叉表分析和分层回归分析来分析数据。
回复率为 70.6%（389/551）。工作投入与工作满意度呈正相关（r=.513，p<.001），与离职意向呈负相关（r=.580，p<.001）。离职意向与工作满意度呈负相关（r=-.690，p<.001）。对工作性质（t=15.06，p<.001）、福利（t=6.89，p<.001）、沟通（t=2.27，p<.05）和晋升（t=2.48，p<.05）的积极评价预测了工作投入。工作投入（t=-4.31，p<.001）、薪酬（t=-3.71，p<.001）、监督（t=-3.51，P<.01）、 contingent rewards（t=-2.39，p<.05）、工作性质（t=-2.16，p<.05）和沟通（t=-2.15，p<.05）预测了离职意向。
我们的研究结果表明工作投入、工作满意度和离职意向之间存在关联。当住院医师培训管理人员在工作中表现出情感和认知投入时，他们往往会留在组织中，这验证和奖励了那些培养员工投入的组织。进一步的研究需要建立工作投入、工作满意度和离职意向之间的因果关系，并研究其他可能有助于丰富这一关键专业群体工作满意度的潜在因素。
