| 摘要: |
| 目的 调查综合医院中管理类岗位员工心目中认可度较高的岗位评价要素，建立综合医院管理类岗位评价要素体系，并对其进行信度效度分析。方法 采用随机抽样的方式对来自北京6所综合医院的420名管理人员进行综合医院岗位评价要素重要性的问卷调查。通过因子分析提取评价维度，剔除因子负荷值小于0.5的评价要素。计算Cronbachα系数对岗位评价要素体系进行信度检验，通过结构方程模型进行效度检验，利用主成分分析法和变异系数法确定维度和要素的权重。结果 (1) 通过因子分析提取4个因子作为评价要素的维度，剔除关联性较低的“工作时间”要素；(2) 经信度分析，各维度内部一致性程度高，建立4维度22要素综合医院管理类岗位评价体系。（3）结构方程模型分析显示评价模型拟合度的几个主要指标均大于0.8，模型具有很好的拟合度。（4）以1000分为基础，利用变异系数法计算各要素的权重，进行归一化处理并结合评价维度的权重确定个评价要素的综合权重，确定每个评价要素和维度的权重值，形成综合医院管理岗位评价模型。结论 构建4维度22要素的综合医院管理类岗位评价要素体系，该体系具有较好的信度和效度，对综合医院管理类岗位的评价更具针对性。 |
| 关键词:
综合医院 岗位评价要素 管理岗位 信度 效度 |
| DOI： |
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| 基金项目: |
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| Establishment of Medical Management Job Evaluation Factor System for General Hospitals |
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| Abstract: |
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Objective
To investigate the highly-recognized job evaluation factors among medical managers from general hospitals so as to establish a medical management job evaluation factor system for general hospitals followed with the reliability and validity analysis. Method 420 medical managers randomly sampled from 6 general hospitals in Beijing were measured by the questionnaire of the importance of job evaluation factors in general hospitals. The evaluation dimensions by the factor analysis was extracted and the factor whose factor loading was lower than 0.5 was eliminated. A reliability analysis by calculating Cronbach α coefficient and a validity analysis with structural equation modeling were sequentially conducted on the job evaluation factor system. The weight dimensions and elements were determined by using the principal component analysis method and the variation coefficient method. Result (1) 4 factors were extracted via factor analysis and the factor of “working time” was deleted due to its low correlation; (2) The reliability analysis showed the internal consistency of all dimensions was pretty high. 22 factors under 4 dimensions of general hospital management post evaluation system were established. (3) Several main indexes for model fitting evaluation were all over 0.8, and the models had good matching degree. (4) Based on 1000 points, the weight of each factor was calculated by using variation coefficient method, and was normalized and combined with the weight of evaluation to determine the comprehensive weight of evaluation factors, determine the weight of each evaluation factor and the dimension of value, and form a management job evaluation model of the general hospital. Conclusion A medical management job evaluation factor system for general hospitals is established and it contains 22 evaluation factors subject to 4 dimensions. With fair reliability and validity, the system might be more pertinent for the job evaluation of medical assistants in general hospitals. |
| Key words: general hospital, job evaluation factor, management job, reliability, validity |
