Gu Dong-Hong, Xu Pei-Yao, Wang Meng-Kang, Li Ze-Ying, Zhang Lin-Jie, Dong Xiao-Yang, Liu Yi
Department of Health Policy and Management, West China School of Public Health, West China Fourth Hospital, Sichuan University, Chengdu 610041, China.
Gansu Healthcare Security Administration, Lanzhou 730030, China.
Sichuan Da Xue Xue Bao Yi Xue Ban. 2021 Jan;52(1):87-91. doi: 10.12182/20210160509.
To understand the level of job satisfaction and work engagement of physicians in public hospitals, to analyze the interaction between job satisfaction and work engagement, and to discuss how each dimension of job satisfaction affects work engagement so as to provide information and reference for improving the level of work engagement of physicians in public hospitals.
Covering 6 public hospitals in Sichuan (3 tertiary-level hospitals and 3 secondary-level hospitals), 638 questionnaires were obtained from physicians through convenient sampling for data description and analysis. Pearson correlation method was used to analyze the correlation between job satisfaction and work engagement, and multiple linear stepwise regression method was used to analyze work engagement and the influencing factors of each dimension.
With regard to job satisfaction, physicians showed high levels of satisfaction in personal safety (3.77±0.87), leadership identification and support (3.59±0.77), and job pressure (3.51±0.81). The mean points of work engagement and each dimension were as follows: total mean points of work engagement (4.02±0.99), dedication (4.21±1.13), absorption (4.19±1.08) and vigor (3.63±1.04). In job satisfaction, salary and benefits, work environment, social recognition, organizational management, leadership identification and support are positively correlated to work engagement and all dimensions. In job satisfaction, 5 dimensions, including social recognition, leadership recognition and support, work achievement, personal safety and organizational management, had a significant influence on work engagement and all dimensions.
Emphasis on the high-level needs for recognition and self-actualization of doctors, doctor-patient communication, and personal development of doctors may improve doctors' job satisfaction and work engagement.
了解公立医院医生的工作满意度和工作投入水平，分析工作满意度与工作投入之间的相互关系，探讨工作满意度各维度对工作投入的影响，为提高公立医院医生工作投入水平提供信息和参考。
选取四川省6家公立医院（3家三级医院和3家二级医院），通过方便抽样对医生发放638份问卷进行数据描述与分析。采用Pearson相关法分析工作满意度与工作投入的相关性，采用多元线性逐步回归法分析工作投入及其各维度的影响因素。
在工作满意度方面，医生对个人安全（3.77±0.87）、领导认同与支持（3.59±0.77）、工作压力（3.51±0.81）的满意度较高。工作投入及其各维度的平均分如下：工作投入总分平均分（4.02±0.99）、奉献（4.21±1.13）、专注（4.19±1.08）、活力（3.63±1.04）。在工作满意度中，薪资福利、工作环境、社会认可、组织管理、领导认同与支持与工作投入及其各维度呈正相关。在工作满意度中，社会认可、领导认可与支持、工作成就、个人安全、组织管理5个维度对工作投入及其各维度有显著影响。
重视医生的高层次认可需求和自我实现需求、医患沟通以及医生的个人发展，可能会提高医生的工作满意度和工作投入。
