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目的探讨湖南省县级结核病防治(简称结防)机构人员工作满意度的影响因素。方法 2009年以湖南省110个县区级结防机构为研究现场,采用分层随机抽样的方法,抽取在职的县级结防工作者660名为研究对象,对其进行包括领导行为、单位管理体系、工作报酬、工作环境、工作人际关系、工作意愿和工作升迁7个维度的工作满意度问卷调查。回收的629份问卷中,最终纳入统计分析的有效问卷612份,对每个影响因素不同水平的县级结防工作者工作满意度差异进行方差分析,并用多元线性逐步回归分析结防工作者工作满意度的影响因素。结果县级结防工作者总体工作满意度主要受收入和职务因素的影响(β=0.133、0.114,P值均<0.05,R2=0.412)。其中,领导行为满意度主要受年龄和收入因素的影响(β=-0.153、0.148,P值均<0.05,R2=0.300);单位管理主要受岗位因素的影响(β=0.115,P<0.05,R2=0.373);工作报酬和工作环境主要影响因素为收入和职务(β=0.161、0.106,P值均<0.05,R2=0.404;β=0.198、0.133,P值均<0.05,R2=0.353);,工作升迁主要影响因素为年龄和职务(β=-0.177、0.093,P值均<0.05,R2=0.301)。结论湖南省结防机构需加强人力资源建设,提高从业人员的数量和质量;提高县级结防人员工作收入,建立合理公平的分配制度。
Objective To explore the influencing factors of job satisfaction of county-level TB prevention and control agencies in Hunan Province. Methods In 2009, 110 district-level prevention and control agencies in Hunan Province were selected as research sites. 660 stratified random sampling workers were selected as study subjects, and their leadership activities, unit management System, remuneration, work environment, work relationship, job preferences and job promotion 7 dimensions of job satisfaction questionnaire. 629 questionnaires were collected, and 612 valid questionnaires were finally included in the statistical analysis. An analysis of variance was made on the differences in job satisfaction among county-level booster workers at different levels of each factor. Multivariate linear stepwise regression analysis Satisfaction factors. Results The overall job satisfaction of county-level prevention and treatment workers was mainly affected by income and job factors (β = 0.133,0.114, P <0.05, R2 = 0.412). Among them, the satisfaction of leadership behavior is mainly affected by age and income factors (β = -0.153,0.148, P <0.05, R2 = 0.300); unit management is mainly affected by post factors (β = 0.115, P < R2 = 0.373). The main influencing factors of work remuneration and work environment were income and job (β = 0.161,0.106, P <0.05, R2 = 0.404, β = 0.198,0.133, P <0.05, R2 = 0.353) ; The main factors affecting job promotion were age and job title (β = -0.177,0.093, P <0.05, R2 = 0.301). Conclusion Hunan’s prevention and control agencies need to strengthen the construction of human resources, improve the quantity and quality of employees, increase the work income of the county’s prevention and control personnel, and establish a reasonable and fair distribution system.