| 摘要: |
| 目的 了解医师的工作投入状况，探讨医院管理因素对医师工作投入的影响。方法 对湖北武汉1家、浙江温州1家三级甲等医院共277名医师进行问卷调查。结果 医师工作投入平均得分为（1.85±0.55）分，其中奉献维度得分相对较高，为（2.00±0.59）分。分层回归分析显示，在人口统计学变量、医院管理等变量中，活力维度的预测变量有年龄、学历、奖惩制度、工作对家庭的影响，解释率为22.6%；奉献预测变量有年龄、奖惩制度和管理参与度、收入满意度，解释率为16.4%；专注预测变量有年龄、性别、奖惩制度、医院，解释率为14.0%。医院管理因素是医师工作投入的最重要影响因素，它对工作投入各维度的解释率分别为12.8%、8.1%和9.1%。结论 三级甲等医院临床医师工作投入处于中等偏上水平，应从完善奖惩制度、提高员工决策参与度等方面改善医院管理、提升医师工作投入水平。 |
| 关键词: 临床医师 人力资源管理 工作投入 |
| DOI： |
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| Job Engagement and its Determinants Among Physicians in Two Public Hospitals |
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| Abstract: |
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Objective
To understand characteristics of physicians’ job engagement and to provide evidence for improve engagement of physicians. Methods A cross-sectional study was conducted in the Second Affiliated Hospital of Wenzhou Medical College and Xiehe Hospital. A total of 277 physicians were selected with their job engagement. Results The score of physicians’ job engagement was 1.85±0.55 and the score of dedication was 2.00±0.59. The hierarchical multiple regression demonstrated that the predictors of vigor were age，educational background, rewards/penalty management，the interference of work to family，and explanatory power was 22.6%；the predictors of dedication were age，hospital management(rewards/penalty and participation in decision-making)，and salary satisfaction，and explanatory power was 16.4%；and the predictors of absorption were age，gender，hospital rewards/penalty management and hospital，explanatory power was 14.0%. Hospital management was the most important predictor of job engagement，and explanatory powers to three dimensions were 12.8%，8.1%, and 9.1%，respectively. Conclusion Job engagement of physicians was at moderate and high level. The hospital management should be improved such as improving reward system and participation in decision-making in order to promote physicians’ job engagement. |
| Key words: physician,human resource management,work input |
