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目的:调查江苏省某医院员工心理契约结构维度,为医院了解员工心理需求提供依据。方法:以275名医院员工为研究对象,通过信效度检验、结构方程建模等统计分析和编程方法,对心理契约问卷的各项指标进行分析。结果:员工责任问卷Cronbach’a信度系数为0.938,KMO=0.922;组织责任问卷Cronbach’a信度系数为0.944,KMO=0.928。员工心理契约的员工责任和组织责任均由交易维度、发展维度、关系维度3个维度构成。结构方程模型表明员工心理契约的三因子模型拟合最佳。结论:医院管理者通过医院员工心理契约的3个维度,有效了解员工心理需求,为开展管理工作提供一定指导。
Objective: To investigate the structural dimension of psychological contract of employees in a hospital in Jiangsu Province, and to provide basis for the hospital to understand the psychological needs of employees. Methods: A total of 275 hospital staff were selected as research objects. Through statistical analysis and programming methods such as reliability and validity test, structural equation modeling, the indicators of psychological contract questionnaire were analyzed. Results: The Cronbach’a reliability coefficient of employee responsibility questionnaire was 0.938, KMO = 0.922; Cronbach’a reliability coefficient of organizational responsibility questionnaire was 0.944, KMO = 0.928. Employee psychological contract staff responsibility and organizational responsibility by the transaction dimension, development dimension, relationship dimension three dimensions. The structural equation model shows that the three-factor model of employee psychological contract is the best fit. Conclusion: Hospital managers can effectively understand the psychological needs of employees through the three dimensions of hospital staff psychological contract, and provide some guidance for management.