某三甲医院医护人员薪酬公平感与工作投入、职业倦怠的关系  

Relationship between perceived pay equity,work engagement,and burnout among medical staff in a grade A tertiary hospital

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作  者:严颖 王懿勤 杨秀丽 范洁玲 陈丽珊 Yan Ying;Wang Yiqin;Yang Xiuli;Fan Jieling;Chen Lishan(Department of Organization and Personnel,Affiliated Jiangmen Traditional Chinese Medicine Hospital of Jinan University/Jiangmen Wuyi Hospital of Traditional Chinese Medicine,Jiangmen Guangdong 529000,China)

机构地区:[1]暨南大学附属江门中医院/江门市五邑中医院组织人事科,广东江门529000

出  处:《保健医学研究与实践》2024年第6期12-17,共6页Health Medicine Research and Practice

基  金:广东省中医药局科研项目(20201424);广东省江门市科技局项目(2023YL03023)。

摘  要:目的探讨某三甲医院医护人员薪酬公平感与工作投入、职业倦怠的关系,以期为医院薪酬管理制度的改革提供参考依据。方法采用方便抽样的方法,对暨南大学附属江门中医院的1375名医护人员进行调查。采用薪酬公平感知量表评估医护人员的薪酬公平感,采用中文版Utrecht工作投入量表(UWES)评估医护人员的工作投入程度,采用职业倦怠量表(MBIGS)评估医护人员的职业倦怠程度。采用Pearson相关分析探讨医护人员薪酬公平感与工作投入、职业倦怠的相关性;采用多元线性回归分析医护人员薪酬公平感的影响因素。结果1375名医护人员的薪酬公平感知量表总分为(42.72±5.24)分,其中分配公平感评分为(24.47±4.19)分、程序公平感评分为(19.25±3.05)分;UWES总分为(56.28±6.42)分,其中奉献评分为(15.16±2.44)分、活力评分为(21.29±3.76)分、专注评分为(19.83±3.15)分;MBI-GS总分为(53.54±7.12)分,其中情感衰竭评分为(22.64±4.25)分、去人格化评分为(13.28±2.05)分、个人成就感评分为(17.62±2.64)分。Pearson相关分析结果显示:医护人员的薪酬公平感与UWES评分呈正相关,与MBI-GS评分呈负相关(r=0.413、-0.504;P<0.05)。不同受教育程度、用工类型、工作年限、职称医护人员的薪酬公平感知量表评分差异有统计学意义(P<0.05)。多元线性回归分析结果显示:受教育程度(B=-0.874)、工作年限(B=0.653)、职称(B=0.719)、工作投入(B=1.107)、职业倦怠(B=-0.952)是医护人员薪酬公平感的独立影响因素(P<0.05)。结论医护人员的薪酬公平感处于中等水平,与其受教育程度、工作年限、职称、工作投入、职业倦怠密切相关。建议医院管理者进一步完善薪酬管理制度,提高医护人员薪酬公平感,进而减少人才流失。Objective To explore the relationship between perceived pay equity,work engagement,and burnout among medical staff in a grade A tertiary hospital,providing a reference for reforms in hospital compensation management systems.Methods A convenience sampling method was used to survey 1375 medical staff at Affiliated Jiangmen Traditional Chinese Medicine Hospital of Jinan University.The Perceived Pay Equity Scale was used to assess perceived pay equity,the Chinese version of the Utrecht Work Engagement Scale(UWES)was used to evaluate work engagement,and the Maslach Burnout Inventory-General Survey(MBI-GS)was adopted to assess burnout levels.Pearson correlation analysis was employed to explore the relationship between perceived pay equity,work engagement,and burnout.Multiple linear regression analysis was employed to identify factors influencing perceived pay equity.Results The total score on the Perceived Pay Equity Scale was 42.72±5.24 among the surveyed personnel,with distribution equity scoring 24.47±4.19 and procedural equity scoring 19.25±3.05.The total UWES score was 56.28±6.42,with dedication scoring 15.16±2.44,vigor scoring 21.29±3.76,and absorption scoring 19.83±3.15.The total MBI-GS score was 53.54±7.12,with emotional exhaustion scoring 22.64±4.25,depersonalization scoring 13.28±2.05,and personal accomplishment scoring 17.62±2.64.Pearson correlation analysis showed that perceived pay equity was positively correlated with UWES and negatively correlated with MBI-GS(r=0.413,-0.504;P<0.05).Significant differences in Perceived Pay Equity Scale scores were found across different education levels,employment types,years of working,and professional titles of medical staff(P<0.05).Multiple linear regression analysis demonstrated that education level(B=-0.874),years of working(B=0.653),professional title(B=0.719),work engagement(B=1.107),and burnout(B=-0.952)were independent influencing factors of perceived pay equity(P<0.05).Conclusion Perceived pay equity among medical staff is at a moderate level and is c

关 键 词:三甲医院 医护人员 薪酬公平感 工作投入 职业倦怠 

分 类 号:R192.6[医药卫生—卫生事业管理]

 

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