心理契约对公立医院知识型员工工作倦怠影响的研究

发布时间：2017-12-31 17:42

本文关键词：心理契约对公立医院知识型员工工作倦怠影响的研究　出处：《西南交通大学》2009年硕士论文　论文类型：学位论文

【摘要】： 心理契约是存在于员工与组织之间的隐性契约,是当今国内外学术界的研究热点之一。医疗行业具有独特的行业特点,随着经济全球化和医疗改革不断深入,医务人员工作倦怠情况逐渐凸现出来。因此,对我国公立医院知识型员工心理契约现状及其对工作倦怠影响关系进行研究就显得非常必要。本研究通过查阅大量国内外文献,采用Maslach工作倦怠量表通用版(MBI-GS),对医务人员的工作倦怠进行测量,并根据我国公立医院知识型员工的特点和需求,在国内外已有的心理契约量表基础上,结合我国公立医院特点,编制一份针对公立医院知识型员工的心理契约调查表,对知识型员工心理契约现状进行调查。采用sPss13.0统计软件对数据进行统计分析。结果:年轻医务人员的情绪耗竭和玩世不恭与年长者相比显著增高;本科学历医务人员的成就感低落最低,而研究生情绪衰竭、玩世不恭和成就感低落均较高;工作年限少的医务人员的情绪衰竭和玩世不恭高于工作年限长的医务人员;初级职称医生的情绪耗竭最高,而玩世不恭和成就感低落均在中级职称的医生中最高。不同婚姻状况员工在对组织交易维度的认知度不同,已婚者认知度高于未婚者,差异有显著性;不同年龄的员工在员工团队维度的认知度有差异,年龄越大者认知度越低;不同工龄员工在的组织关系维度的认知度有差异,工龄最长的员工认知度最高;不同职称的员工在组织交易维度的认知度有差异,初级职称组认知度最高。知识型员工希望不仅有合理的薪酬,更希望得到充分的尊重,希望有和谐的团队以及医院为自己提供信息和知识交流的平台,提供广阔的发展空间。因而提出“以人为本”的管理模式;完善薪酬福利制度、改善工作环境;健全规章制度、实施员工帮助计划等建议。
[Abstract]:The psychological contract exists in implicit contract between employee and organization, is one of the hot research topic in the academic circles at home and abroad. The medical profession has a unique industry characteristics, along with the economic globalization and the deepening of the medical reform, medical staff burnout gradually emerged. Therefore, the status of psychological contract of knowledge workers in the public hospitals and impact on job burnout research is very necessary.
In this study, through consulting a large number of domestic and foreign literature, using the Maslach burnout inventory general version (MBI-GS), the medical staff job burnout was measured, and according to the characteristics and needs of employees in public hospital of Chinese knowledge, at home and abroad, the psychological contract scale basis, combined with the characteristics of China's public hospital, preparation according to a public hospital of knowledge employee psychological contract questionnaire to investigate the current situation of psychological contract of knowledge workers.
The data were analyzed with sPss13.0 statistical software. Results: the young workers' emotional exhaustion and cynical compared with the older participants increased significantly; Bachelor degree of medical personnel and low sense of achievement is lowest, but the graduate students emotional exhaustion, cynical and low sense of achievement are higher; working years less medical workers emotional exhaustion and cynical than work the long years of the medical staff; the primary title doctor's emotional exhaustion is highest, and cynical and low sense of achievement in the intermediate title doctor in the highest. Employees of different marital status in the organization transaction dimension of awareness, awareness of the married higher than the unmarried, there was a significant difference between the staff of different ages; there are differences in the awareness of staff the dimensions of the team, age greater awareness is lower; the relationship between the different dimensions of organizational awareness in service staff are different, the length of service Long staff the highest recognition of different titles; employees have differences in awareness deal dimension, the primary title group. The highest recognition of knowledge workers hope not only reasonable salary, hope to get the full respect, hope to have harmonious team and hospital to provide their own information and knowledge exchange platform, to provide a broad space for development.
Therefore, put forward the "people-oriented" management model, improve the salary and welfare system, improve the working environment, improve the rules and regulations, the implementation of staff help plans and other suggestions.

【学位授予单位】：西南交通大学
【学位级别】：硕士
【学位授予年份】：2009
【分类号】：R197.3;R395

【引证文献】