工作满意度对价值观匹配与医院绩效的中介作用  

Studying on The Mediating Role of Job Satisfaction between Value Fit and Hospital Organizational Performance

作　　者：熊昌娥[1] 阮芳[1] 陈晓[1] 陈子敏[1] 袁艳[1] XIONG Chang-e(Hubei University of Science and Technology,Xianning,P.R.China)

机构地区：[1]湖北科技学院

出　　处：《中国卫生事业管理》2019年第9期651-653,共3页Chinese Health Service Management

基　　金：国家自然科学基金“软实力视域下中国公立医院价值观管理三维主体协同机制研究”(71503075)

摘　　要：目的:探讨医护人员工作满意度对个人-组织价值观匹配与医院综合绩效的中介作用。方法:对171名医护人员进行问卷调查,采用描述性分析、相关分析和多元回归分析对数据进行处理。结果:个人-组织价值观匹配(2.81±0.82)、工作满意度(3.01±0.73)和医院绩效(2.30±0.83)三者均值偏低,三者两两呈显著正相关(PvO.Ol)。个人-组织价值观匹配对工作满意度的回归系数为0.68(P<0.01),加入工作满意度前后,个人-组织价值观匹配对医院绩效的回归系数分别为0,59(P<0.01).0.50(P<0.01)。结论:工作满意度在个人-组织价值观匹配与医院综合绩效之间存在部分中介效应,公立医院有必要将个人-组织价值观匹配理论用于现代医院管理实践。Objective To explore the mediating effect of job satisfaction between the individual-organization value fit and hospital comprehensive performance. Methods 171 cases of medical professionals were surveyed with questionnaire, and analyzed with descriptive analysis, correlation analysis and multiple regression analysis. Results The sores of individual-organization value fit (2.81 ± 0.82), job satisfaction (3.01 ± 0.73 ) and hospital performance (2.30 ± 0.83 ) were lower, which had significantly positive correlation in pairs (P <0. 01). The regression coefficient of individual-organization value fit to job satisfaction was 0. 68 (P <0.01 ). Before and after considering the variable of job satisfaction, the regression coefficient of individual-organization value fit to hospital performance was 0. 59(P <0.01 ) and 0. 50 (P <0.01 ), respectively. Conclusion There had partial mediating effect between job satisfaction and individual-organization value fit and hospital performance. It is necessary to apply the individual -organization value fit theory to modem hospital management practices.

关 键 词：个人-组织匹配 工作满意度 组织绩效 中介效应 

分 类 号：R197.3[医药卫生—卫生事业管理]