基层军医工作满意度、组织承诺、离职意向及激励对策研究

发布时间：2018-05-20 14:23

本文选题：基层军医 + 工作满意度　；参考：《第二军医大学》2006年硕士论文

【摘要】：研究目的:针对基层军医工作特点,引入组织行为学及管理心理学理论中工作满意度、组织承诺及离职意向理论,通过对基层军医工作满意度、组织承诺及离职意向的测评,研究其职业特点及内在规律,为构建基层军医激励机制提供参考。研究方法:采取分层整群抽样的方法,以国外成熟问卷进行调查,随机选取××军区后整群抽取××集团军、××集团军全部基层军医为样本共计478人,回收有效问卷478份。数据统一采用SPSS11.0软件包统计,采用因子分析方法探讨基层军医工作满意度、组织承诺模型结构并通过logistic回归对基层军医职业影响因素进行筛选。研究结果:1.量表的效度及信度,研究表明基层军医工作满意度、组织承诺和离职意向量表具有较好的内容效度、结构效度和效标效度,其内部一致性信度也较高,可以推广未来实践应用。2.量表结构模型,基层军医工作满意度模型包括5个因素,分别为工作内容、工作关系、工作条件、工作成就感及工作自主性,组织承诺模型包括感情承诺、规范承诺及连续承诺3个因素。3.相关性研究,基层军医工作满意度与组织承诺正相关,工作满意度、组织承诺与离职意向负相关。4.影响因素,工作满意度影响因素分别为年龄、婚姻、学历、职务、分配公平性、技术进步空间、未来期望,组织承诺影响因素分别为学历、工作时间、专业、职业成长度、未来期望,离职意向影响因素为年龄、毕业院校、领导态度。激励对策:1.开展职业生涯计划激励。2.利用薪酬福利激励。3.善用感情激励。4.完善组织制度激励。
[Abstract]:Objective: to introduce the theories of job satisfaction, organizational commitment and turnover intention into the theories of organizational behavior and management psychology, and to evaluate the job satisfaction, organizational commitment and turnover intention of grass-roots military doctors. The study of their professional characteristics and internal laws provides a reference for the construction of grass-roots military doctors incentive mechanism. Methods: adopting stratified cluster sampling method, taking foreign mature questionnaire to carry on the investigation, selecting 脳脳 military region after cluster sampling 脳 group army randomly, 脳脳 group army, 脳脳 group army all basic level military doctors as the sample total 478 people, collect 478 valid questionnaires. SPSS11.0 software package was used to analyze the data, factor analysis was used to study the job satisfaction of the basic military doctors, and the organizational commitment model was used to screen the influencing factors of the basic military doctors' occupation by logistic regression. The result of the study was: 1. The validity and reliability of the scale show that the basic military doctors' job satisfaction, organizational commitment and turnover intention scale have good content validity, structural validity and standard validity, and the reliability of internal consistency is also high, which can be applied in the future. 2. The structure model of the scale and the job satisfaction model of the basic military doctors included five factors: work content, working relationship, working conditions, job achievement and job autonomy, and the organizational commitment model included emotional commitment. Normative commitment and continuous commitment. Correlation study showed that job satisfaction was positively correlated with organizational commitment, job satisfaction and organizational commitment were negatively correlated with turnover intention. The influencing factors of job satisfaction are age, marriage, education, job, distribution fairness, technological progress space, future expectation, and organizational commitment factors, such as education, working time, major, career growth, etc. Future expectations, turnover intention factors are age, graduate school, leadership attitude. Incentive countermeasure: 1. Develop career plans to motivate. 2. Use compensation and benefits to motivate. Make good use of emotional motivation. Perfect the organization system to encourage.
【学位授予单位】：第二军医大学
【学位级别】：硕士
【学位授予年份】：2006
【分类号】：R82

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