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本研究通过调查了解北京市某三甲肿瘤专科医院职工的满意度现状,为改进医院管理提出措施建议与依据,为国家医疗卫生机构体制改革提供参考。研究以明尼苏达满意度量表(minnesota satisfaction questionnaire,MSQ)为基础,根据肿瘤专科医院实际情况编制职工满意度调查问卷,对北京市某三甲肿瘤专科医院的职工以科室为单位进行整群抽样调查,运用单因素方差分析方法对职工满意度进行分析,共纳入有效研究对象782人。结果显示:职工的总体满意度得分为(3.64±0.48)分,为比较满意;不同工作岗位、职称、学历之间满意度的差异具有统计学意义(P<0.05),其中医技人员[(3.53±0.50)分]、中级职称职工[(3.57±0.50)分]、硕士学历职工[(3.54±0.49)分]的满意度处于最低水平。各维度满意度评价中,工作压力[(3.15±0.83)分]、绩效考核与收入[(3.42±0.62)分]满意度得分较低。医院应在新医改背景下明确未来发展规划,注重职工精神层次鼓励,优化绩效考核管理机制,采取相应措施重点提高低满意度职工群体的满意度水平。
This study investigated the status quo of the satisfaction of workers in a top-grade cancer hospital in Beijing and provided suggestions and basis for the improvement of hospital management, so as to provide reference for the reform of the national healthcare institutions. Based on the Minnesota Satisfaction Questionnaire (MSQ), a questionnaire of employee satisfaction was compiled according to the actual condition of the cancer specialist hospital. A cluster sampling survey was conducted among staff in a top three oncology hospital in Beijing using the department as a unit. One-way ANOVA analysis of employee satisfaction, a total of 782 valid subjects were included. The results showed that the overall satisfaction score of employees was (3.64 ± 0.48) points, which was more satisfactory. The differences of satisfaction among different job titles, job titles and academic records were statistically significant (P <0.05) 3.53 ± 0.50), and those with mid-level professional titles (3.57 ± 0.50) and those with master’s degrees (3.54 ± 0.49) had the lowest satisfaction level. Job satisfaction [(3.15 ± 0.83) points], performance appraisal and income [(3.42 ± 0.62) points] were lower in satisfaction ratings of each dimension. Under the background of new medical reform, the hospital should make clear the future development plan, pay attention to the encouragement of employee spirit level, optimize the performance appraisal management mechanism, and take appropriate measures to focus on raising the level of satisfaction of the low-satisfaction worker groups.