不同管理模式临床研究协调员满意度信度效度分析及其应用

发布时间：2018-06-30 07:30

本文选题：满意度 + 临床研究协调员　；参考：《暨南大学》2017年硕士论文

【摘要】：背景和目的:近年来,由于患者数量庞大,低廉的临床试验成本,导致越来越多的国际多中心临床试验在我国展开。临床研究协调员是从整体上协调临床试验的专职人员。我国引入临床研究协调员较晚,整体行业还处于探索过程,临床研究协调员的管理模式多样化,不同管理模式的公司为了生存发展必须留住人才,要想吸引和留住人才,充分发掘员工的智慧和才能,就必须提高员工的满意度,增强员工对企业的归属感。本研究比较了不同管理模式下临床研究协调员满意度,发现各种管理模式下存在的问题,为各公司提出相应的改进建议与改进措施,提高其管理效率。方法:文章首先根据访谈法和关键事件法制作了不同管理模式临床研究协调员对自我工作满意度评价和临床监查员对不同管理模式研究协调员工作满意度评价两份调查问卷,对这两份调查问卷进行了预调查,并且对调查问卷的质量做了信度和效度的评估;其次发放这两份调查问卷,回收调查问卷并进行结果统计;结果:不同管理模式临床研究协调员对自我工作满意度评价的α系数=0.747,问卷的信度非常好,问卷可靠性高,数据结构上的六个主成分对应之前设计好的六个维度,调查问卷的结构效度好。临床监查员对不同管理模式CRC工作满意度评价α系数=0.906,问卷的信度非常好,问卷可靠性高,数据结构上的五个主成分对应之前设计好的五个维度,调查问卷的结构效度好。医院聘请模式:工作环境方面的满意指数和满意率最高;工作内容方面满意指数最高,满意率最低;物资管理方面满意指数最低,满意率排第四位;沟通能力方面满意指数最低,满意率排第二位;护士兼职模式:主观能动方面满意指数最高,满意率排第二位,临床研究协调员对主观能动方面很满意。数据录入方面满意指数和满意率最低,资料管理方面满意指数和满意率最低。三方三议与三方二议较为接近。工作机制满意指数和满意率最高。工作环境满意指数和满意率最低。数据录入方面满意指数和满意率最高。资料管理方面满意指数满意率最高。专业素养方面满意指数满意率最高。资料管理满意指数最高,满意率较低。申办方派遣模式:工作内容满意指数和满意率高。个人价值满意度和满意指数高。物资管理满意指数高。专业素养满意指数和满意率低。结论:不同管理模式临床研究协调员需要做不同的改进措施,建议如下:医院聘请模式:加强物资管理、提高沟通能力、合理分配工作量。护士兼职模式:完善数据录入、加强资料管理。三方三议与三方二议模式:改善工作环境。申办方派遣模式:提高专业素养。
[Abstract]:Background and objective: in recent years, more and more international multi-center clinical trials have been carried out in China due to the large number of patients and the low cost of clinical trials. The clinical research coordinator is a professional who coordinates clinical trials as a whole. The introduction of clinical research coordinator in China is late, and the whole industry is still in the process of exploration. The management mode of clinical research coordinator is diversified. Companies with different management modes must retain talents in order to survive and develop, in order to attract and retain talents, To fully explore the intelligence and talent of employees, we must improve their satisfaction and their sense of belonging to the enterprise. This study compares the satisfaction of clinical research coordinators under different management modes, finds out the problems existing in various management modes, and puts forward corresponding suggestions and measures to improve the management efficiency of companies. Methods: according to the methods of interview and critical events, two questionnaires were made to evaluate the self-satisfaction of the clinical research coordinator in different management models and the evaluation of the job satisfaction of the clinical supervisor to the coordinator of the different management model. The two questionnaires were pre-investigated, and the reliability and validity of the questionnaires were evaluated. Secondly, the questionnaires were released, the questionnaires were collected and the results were counted. Results: the 伪 coefficient of self-evaluation of job satisfaction was 0.747, the reliability of the questionnaire was very good, the reliability of the questionnaire was high, and the six principal components in the data structure were the six dimensions designed before the evaluation. The structure validity of the questionnaire is good. The reliability of the questionnaire is very good, the reliability of the questionnaire is high, the five dimensions designed before the five principal components in the data structure correspond to each other, and the structure validity of the questionnaire is good. Hospital employment model: the highest satisfaction index and satisfaction rate in working environment, the highest satisfaction index and the lowest satisfaction rate in work content, the lowest satisfaction index in material management, the fourth satisfaction rate; The satisfaction index of communication ability is the lowest, the satisfaction rate is the second, the part-time mode of nurses is the highest in subjective activity and the second in satisfaction rate, and the clinical research coordinator is satisfied with subjective initiative. The data entry satisfaction index and satisfaction rate are the lowest, and the data management satisfaction index and satisfaction rate are the lowest. The three-way discussion and the three-way discussion are close to each other. The work mechanism satisfaction index and satisfaction rate are the highest. The work environment satisfaction index and satisfaction rate are the lowest. Data entry satisfaction index and satisfaction rate is the highest. The satisfaction rate of data management index was the highest. Professional satisfaction index satisfaction rate is the highest. The data management satisfaction index was the highest and the satisfaction rate was lower. Applicant dispatch mode: job content satisfaction index and high satisfaction rate. Personal value satisfaction and satisfaction index are high. Material management satisfaction index is high. Professional satisfaction index and low satisfaction rate. Conclusion: the clinical research coordinators of different management models need to do different improvement measures. The suggestions are as follows: hospital hiring mode: strengthen material management, improve communication skills, and distribute workload rationally. Nurse part-time mode: perfect data entry, strengthen data management. Three-party discussion and three-party two-discussion mode: improve the working environment. Applicant dispatch mode: improve professional quality.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R95

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