| 引用本文：邓浩妍, 黄婷, 曹翼飞, 尹文强, 郭洪伟.服务能力与工作满意度对基层全科医生工作绩效的影响研究[J].中国卫生政策研究,2024,17(9):44-50 |
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| 服务能力与工作满意度对基层全科医生工作绩效的影响研究 |
| 投稿时间：2024-06-28 修订日期：2024-08-25 PDF全文浏览 HTML全文浏览 |
| 邓浩妍1,2, 黄婷1,2, 曹翼飞1,2, 尹文强1,2, 郭洪伟1,2 |
1. 山东第二医科大学管理学院 山东潍坊 261053;
2. “健康山东”重大社会风险预测与治理协同创新中心 山东潍坊 261053 |
| 摘要:目的： 探讨基层全科医生服务能力与工作满意度之间匹配程度对工作绩效的差异化影响，为提升基层全科医生的工作绩效提供参考依据。方法： 对620名基层全科医生进行问卷调查，采用多项式回归结合响应面分析方法，分析服务能力、工作满意度和工作绩效之间关系。结果： 在服务能力—工作满意度一致的情况下，与服务能力低—工作满意度低者相比，服务能力高—工作满意度高的基层全科医生工作绩效更高(a1=0.875，P＜0.001；a2=-0.068，P>0.05)；在不一致情况下，与服务能力低—工作满意度高者相比，服务能力高—工作满意度低的基层全科医生工作绩效更高(a3=0.265，P<0.001；a4=-0.064，P>0.05)。结论： 服务能力与工作满意度共同作用于基层全科医生工作绩效并产生显著正向影响，其中服务能力是实现良好工作绩效的主导要素；应加强基层全科医生服务能力培养，多措并举提高工作满意度，以有效提升工作绩效。 |
| 关键词:基层全科医生 服务能力 工作满意度 工作绩效 |
| 基金项目:山东省自然科学基金项目(ZR2020MG055) |
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| The impact of service capability and job satisfaction on the job performance of primary general practitioner |
| DENG Hao-yan1,2, HUANG Ting1,2, CAO Yi-fei1,2, YIN Wen-qiang1,2, GUO Hong-wei1,2 |
1. School of Management, Shandong Second Medical University, Weifang Shandong 261053, China;
2. Collaborative Innovation Center for Major Social Risk Prediction and Governance in "Healthy Shandong", Weifang Shandong 261053, China |
| Abstract:Objective: To explore the differential impact of the alignment between service capability and job satisfaction on job performance among primary general practitioner, and to provide a reference for enhancing their job performance. Methods: A survey was conducted with 620 primary general practitioner using questionnaires. The relationships among service capability, job satisfaction, and job performance were analyzed using polynomial regression and response surface analysis methods. Results: Under the condition of “service capability—job satisfaction alignment,” compared to the scenario of “low service capability—low job satisfaction,” primary general practitioner with “high service capability—high job satisfaction” demonstrated significantly higher job performance (a1=0.875, P<0.001; a2=-0.068, P>0.05).In the misalignment condition, compared to “low service capability—high job satisfaction,” those with “high service capability—low job satisfaction” also showed higher job performance (a3=0.265, P<0.001; a4=-0.064, P>0.05). Conclusion: Both service capability and job satisfaction significantly influence job performance among primary general practitioner, with service capability being a key factor for achieving high work performance. It is essential to enhance the service capability of primary general practitioner and adopt multiple strategies to improve job satisfaction, thereby effectively boosting work performance. |
| Key words:General practitioner Service capability Job satisfaction Job performance |
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