医护人员心理契约满足、组织公民行为及任务绩效研究

发布时间：2018-03-10 15:32

本文选题：医护人员　切入点：心理契约　出处：《华中科技大学》2010年硕士论文　论文类型：学位论文

【摘要】：目的本研究在查阅心理契约、组织公民行为及任务绩效相关理论文献基础上,参考国内外成熟问卷,以湖北省武汉市三级医院临床科室医护人员为样本,调查其心理契约满足、组织公民行为及任务绩效现状,了解医护人员心理契约满足、组织公民行为及任务绩效的特点和影响因素,探讨心理契约满足及组织公民行为对于任务绩效的影响途径。在此基础上,根据心理契约及组织公民行为理论,提出改善医护人员任务绩效的针对性建议。方法采用了文献检索法、现场调查法等。本研究随机抽取了湖北省武汉市三所三级医院作为抽样框架,在抽样框架中随机抽取临床科室医护人员,进行心理契约满足、组织公民行为及任务绩效的问卷调查。使用Epidata3.0录入资料建立数据库,利用SPSS12.0统计软件包,采用了描述性分析、因子分析、t检验、方差分析、相关性分析、回归分析等方法,并使用LISREL8.51进行了验证性因子分析。结果 1.医护人员心理契约满足中人际责任维度处于较好水平,发展责任维度及规范责任维度水平比较低,还有很大的提升空间;医护人员组织公民行为的整体状况处于偏上水平,其中积极主动维度最高;医护人员任务绩效的整体状况良好。 2.性别、职业、职称、婚姻状况、年龄及用工制度对医护人员心理契约满足及组织公民行为的某些维度有显著影响。心理契约满足及组织公民行为在医护人员不同文化程度及工作年限方面没有明显差异。 3.人际责任维度解释了积极主动维度23.8%的变异量及表达意见维度28.3%的变异量;组织公民行为各维度解释了任务绩效31.5%的变异量;人际责任维度解释了任务绩效5.5%的变异量。分别引入积极主动及表达意见变量后,心理契约中的人际关系维度对任务绩效的回归系数由显著变为不显著,说明积极主动和表达意见维度在人际关系维度对任务绩效的影响中起到完全中介作用。讨论 1.医护人员作为知识型员工,不仅对于相关的工作条件及物质待遇有一定要求,更重要的是,他们渴望获得事业的发展及成功,要求医院履行更多的发展责任及规范责任。中国传统文化情境及医护人员职业特点与其组织公民行为现状相符。 2.性别及工作年限对医护人员心理契约满足、组织公民行为及任务绩效的影响与已有研究结果不同,还需进一步深入探索。 3.医院对于人际责任的履行不仅能为医护人员及医院之间建立积极的情感联系,而且有助于医疗工作的高质量及高效率。 4.组织公民行为强调了医护人员的自觉性和自发性,体现了医护人员的“主人翁”精神,积极主动和表达意见这两种行为都能显著提高医护人员的任务绩效水平。 5.医护人员对于心理契约的满足程度是其表现出组织公民行为的主要原因,更是其表现出高水平任务绩效的重要依据。组织公民行为在心理契约满足中的人际责任维度与任务绩效之间起完全中介作用,成为组织履行自身责任与组织整体绩效水平之间的核心调节要素。对策与建议基于心理契约理论,医院应合理订立心理契约,使契约内容更加客观;重视与医护人员良好的沟通,实行对心理契约的动态调整;关注我国特殊文化背景下的心理契约内容,即人际责任的履行;正视医护人员心理契约破裂的现象,并及时采取积极措施降低损失;对员工实施全面契约管理,即心理契约与劳动契约相结合。基于组织公民行为理论,医院应将人性化管理与制度化管理相结合,在严格执行各种规章制度的同时,还要使医护人员感到被认同、被理解、被信任以及被尊重;除了医护人员必须完成的工作职责外,一些有利于组织达到目标但却并没有正式纳入到合同的组织公民行为也应予以考虑,并为其制定公平的报酬量;建立长期的医院文化,使医护人员从价值观层面上认同组织公民行为;医院在注重培养医护人员专业技能的同时,也应加强对其组织公民行为的培训;让医护人员充分参与到医院管理中来,激发他们主动承担起职责以外的工作。
[Abstract]:objective
In this study, referring to the psychological contract, organizational citizenship behavior and task performance related theory on the basis of reference, reference to domestic and foreign mature questionnaire to clinical departments of medical personnel in Hubei province Wuhan City three hospitals as the sample survey of the psychological contract satisfaction, organizational citizenship behavior and task performance status, understand the psychological contract factors, characteristics and the impact of organizational citizenship behavior and task performance, explore the psychological contract and organizational citizenship behavior influence on task performance. On this basis, according to the psychological contract and organizational citizenship behavior theory, put forward to improve the task performance of medical staff suggestions.
Method
By using the method of literature retrieval, field survey. This study randomly selected from Hubei city in Wuhan Province three level three hospitals as a sampling frame in the sampling frame were randomly selected in clinical medical staff, to meet the psychological contract questionnaire, organizational citizenship behavior and task performance. Using the Epidata3.0 input data to establish a database, using SPSS12.0 the statistical software package, using descriptive analysis, factor analysis, t test, variance analysis, correlation analysis, regression analysis and other methods, and conducted confirmatory factor analysis with LISREL8.51.
Result
1. medical staff psychological contract fulfillment in the dimensions of interpersonal responsibility in a better level, the development dimension of the responsibility and normative responsibility dimensions are at a relatively low level, there is still much room for improvement; the overall status of medical staff organizational citizenship behavior in the upper level, of which the most active dimension is high; the overall situation of task performance of medical staff.
2. gender, occupation, title, marital status, age and some dimensions have significant influence on the employment system of psychological contract and OCB. There is no significant difference in the medical staff of different levels of education and work experience on psychological contract and organizational citizenship behavior.
The 3. dimensions of interpersonal responsibility explains and comments the variance dimension 28.3% expression variation amount of active 23.8% dimensions; the various dimensions of organizational citizenship behavior to explain 31.5% variation amount of task performance; the dimensions of interpersonal responsibility explain 5.5% variation amount of task performance were introduced. The active and express opinion variables, regression coefficient of interpersonal psychology in the contract of the task performance by significant change is not significant, that actively express their views and dimensions in interpersonal dimension influence on task performance plays a full intermediary role.
discuss
1. health care workers as knowledge workers, not only for the working conditions and material treatment have certain requirements, more importantly, they want access to career development and success, require the hospitals to carry out more responsibilities of development and specification. China conform to traditional culture and health care occupation characteristics and organizational citizenship behavior situation.
2., the influence of gender and working years on the psychological contract satisfaction, organizational citizenship behavior and task performance of medical staff is different from the existing research results, and further exploration is needed.
3., the implementation of interpersonal responsibility for hospitals can not only establish positive emotional connections among doctors, nurses and hospitals, but also contribute to the high quality and efficiency of medical work.
4., organizational citizenship behavior emphasizes the consciousness and spontaneity of medical staff, reflects the spirit of "master" of medical staff, and actively acts and expresses opinions. These two behaviors can significantly improve the performance level of medical staff.
The satisfaction degree of 5. medical personnel for the psychological contract is the main cause to performance of organizational citizenship behavior, it is the important basis for high level task performance. Organizational citizenship behavior dimensions of interpersonal responsibility in psychological contract fulfillment and task performance in mediating role, become the core regulating factor between the overall level of performance responsibility and organization performance.
Countermeasures and suggestions
Based on psychological contract theory, hospitals should make a reasonable psychological contract, the contract is more objective; emphasis on good communication with medical staff, the implementation of the dynamic adjustment of the psychological contract; pay attention to the content of psychological contract in our special cultural background, that is to fulfill interpersonal obligation; face the phenomenon of the breakdown of the psychological contract, and take timely positive measures to reduce losses; the implementation of a comprehensive contract management on employee psychological contract, with the combination of the labor contract. Based on the theory of organizational citizenship behavior, the hospital should be humanized management management and system integration, in the strict implementation of various rules and regulations at the same time, but also to the medical staff was recognized, understood, and be trusted respect; in addition to medical personnel must complete the work responsibilities, are conducive to the organization to achieve the goal but not formally incorporated into the organizational citizenship behavior of the contract should also be Consider and make compensation for the amount of equity; establish long-term hospital culture, the medical staff on the level of recognition of organizational citizenship behavior from the view of value in Hospital; pay attention to the cultivation of professional skills of medical personnel at the same time, should also strengthen the organizational citizenship behavior training; let the medical staff to participate in hospital management. And inspire them to take additional work.

【学位授予单位】：华中科技大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：R395

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