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目的分析西安市社区卫生服务机构工作人员满意度,为政府部门优化基层卫生资源配置,提高社区卫生服务效率,提高基层卫生工作人员积极性和满意度提供依据。方法通过查阅文献、专家咨询等方法筛选17个服务指标,采用加权秩和比法对西安市社区卫生服务工作人员满意度进行评价。结果经加权秩和比法分析,西安市社区卫生服务机构工作人员满意度评分最低的是人际关系指标,如同事关系(很差:WRSR≤0.024)、领导认可以及上级领导关系(差:0.024≤WRSR≤0.076)等。其次为医患关系指标,如服务对象配合和尊重等(中:0.075≤WRSR≤0.127)。尽管员工对工资收入满意度最高(优:WRSR≥0.179),但是由于绩效管理制度等方面的限制,对工作成就感、能力发挥、晋升机会、奖惩制度等方面的评分较低(中:0.075≤WRSR≤0.127)。结论西安市社区卫生服务机构工作人员对工资收入最满意,对人际关系满意度最差。服务机构应明确责任分工、加强团队建设,充分肯定基层人员在社区卫生服务中的重要作用,提高员工认同感;其次,通过员工业务培训、专业素养提升、加强患者沟通等方式,创造和谐的工作环境;最后,提高绩效管理水平,为员工创造更多的能力发挥和晋升机会,提高员工工作积极性和满意度。
Objective To analyze the satisfaction of staff in community health service agencies in Xi’an and provide the basis for government departments to optimize the allocation of grassroots health resources, improve the efficiency of community health services and improve the enthusiasm and satisfaction of grassroots health workers. Methods 17 service indexes were screened through consulting literature, expert consultation and other methods, and the method of weighted rank sum ratio was used to evaluate the satisfaction of community health service workers in Xi’an. Results By weighted rank sum ratio method, the lowest scores of satisfaction of staff in community health service agencies in Xi’an were interpersonal indicators such as co-workers (bad: WRSR≤0.024), leadership approval and superior leadership (difference: 0.024≤ WRSR≤0.076) and the like. Followed by doctor-patient relationship indicators, such as service partners with respect and so on (in: 0.075 ≤ WRSR ≤ 0.127). Although employees are most satisfied with salary income (excellent: WRSR≥0.179), due to restrictions on performance management system and other aspects, the scores on job satisfaction, ability to play, promotion opportunities, rewards and punishment system are lower (middle: 0.075≤ WRSR≤0.127). Conclusion The staff of community health service agencies in Xi’an are most satisfied with the salary income and the worst satisfaction to the interpersonal relationship. Service agencies should clarify the division of responsibilities, strengthen team building, fully affirm the important role of grassroots personnel in community health services and enhance employee identification. Secondly, create harmonious work through staff training, professional qualifications and patient communication Environment; Finally, improve performance management level, to create more capacity for employees to play and promotion opportunities, improve employee motivation and satisfaction.