疾病预防控制机构职工队伍满意度分析
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摘要
目的了解北京地区疾病预防控制机构(疾控机构)职工队伍满意度状况,以及对工作状态的自我评估,分析影响职工满意度和工作状态的因素,提出促进职工满意度和队伍效能提升的措施建议。方法 2018年9月,以北京地区疾控机构全体工作人员644人为研究对象,采用自行设计的满意度调查问卷进行调查。收回有效问卷582份,有效率90.4%。结果职工对现在工作满意度为89.2%(519人)(满意或非常满意占41.6%,基本满意占47.6%),满意排前3位的依次是人际关系(36.8%,214人)、职业发展(18.4%,107人)和培训教育(12.0%,70人),单因素分析发现中级及以下职称的职工对职业发展满意度不如高级职称职工(P <0.05)。82.0%(477人)的职工感到有压力(很有压力占27.9%,有压力占54.1%),排前3位的压力来源是收入低、职务(称)晋升难和工作强度大;不同性别、年龄和职称的职工,压力来源于收入的差异有统计学意义(P <0.05);男性且年龄越大、职称越高,越认为工作强度是压力的主要来源,差异有统计学意义(P <0.05)。结论职工满意度较高,但是职工压力较大亟待改善,建议多措并举提升薪酬待遇,拓展职业发展路径,加强职工思想沟通和培训,促进队伍效能提升。
Objective To examine job satisfaction, self-evaluated work engagement and their influencing factors among staff in centers for disease control and prevention(CDCs) at various administrative levels in Beijing municipality for promoting job satisfaction and working performance of the staff. Methods We conducted a self-administered anonymous survey among 644 staff in CDCs in Beijing municipality using a self-designed questionnaire in September 2018.Results Totally 582 participants completed the survey, with a response rate of 90.4%. Among the respondents, the overall rate of job satisfaction was 89.2% and the proportion of respondents being satisfied and very satisfied was 41.6% and that of being basically satisfied was 47.6%. There were 36.8%, 18.4%, and 12.0% of the respondents reporting satisfaction to interpersonal relationship, career development,and training for their job. Univariate analysis indicated that the respondents with intermediate or primary professional titles had a significantly lower satisfaction to career development compared to those with senior titles(P < 0.05). Of the respondents, 82.0% reported perceived job-related stress; 27.9% and 54.1%reported high and moderate stress; and the top three sources of job-related stress were low salary, difficulty in professional promotion, and heavy working. The contribution of salary to perceived stress differed significantly by gender, age, and professional title(all P < 0.05); the contribution of salary to perceived stress was significantly higher among the male respondents and the respondents at elder age and with senior professional titles(P < 0.05 for all). Conclusion The job satisfaction is at a high level but highly perceived job-related stress needs to be concerned among staff in CDCs in Beijing municipality.
Objective To examine job satisfaction, self-evaluated work engagement and their influencing factors among staff in centers for disease control and prevention(CDCs) at various administrative levels in Beijing municipality for promoting job satisfaction and working performance of the staff. Methods We conducted a self-administered anonymous survey among 644 staff in CDCs in Beijing municipality using a self-designed questionnaire in September 2018.Results Totally 582 participants completed the survey, with a response rate of 90.4%. Among the respondents, the overall rate of job satisfaction was 89.2% and the proportion of respondents being satisfied and very satisfied was 41.6% and that of being basically satisfied was 47.6%. There were 36.8%, 18.4%, and 12.0% of the respondents reporting satisfaction to interpersonal relationship, career development,and training for their job. Univariate analysis indicated that the respondents with intermediate or primary professional titles had a significantly lower satisfaction to career development compared to those with senior titles(P < 0.05). Of the respondents, 82.0% reported perceived job-related stress; 27.9% and 54.1%reported high and moderate stress; and the top three sources of job-related stress were low salary, difficulty in professional promotion, and heavy working. The contribution of salary to perceived stress differed significantly by gender, age, and professional title(all P < 0.05); the contribution of salary to perceived stress was significantly higher among the male respondents and the respondents at elder age and with senior professional titles(P < 0.05 for all). Conclusion The job satisfaction is at a high level but highly perceived job-related stress needs to be concerned among staff in CDCs in Beijing municipality.
引文
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[3]李新刚.基层疾病预防控制机构人才短缺现状及解决方案[J].中国卫生产业,2018,15(34):41-42.
[4]北京市卫生和计划生育委员会、北京市食品药品监督管理局.关于开展从业人员人员健康检查工作的通知[Z].京卫疾控字[2016]107号,2016.
[5]中华人民共和国国务院.关于修改《疫苗流通和预防接种管理条例》的决定[Z].国务院令第668号.2016.
[6]张学清,吕艳,沙磊,等.中国疾病预防控制机构人力资源现状分析[J].中国公共卫生管理,2015(3):332-334.
[7]安晓双.全国人大代表何琳:应稳定疾控人才队伍[N].中国县域卫生,2019-3-4.
[8]叶龙杰.疾控机构期待新定位[N].健康报,2019-3-15.
[9]中华人民共和国人力资源和社会保障部、财政部、卫生部.关于印发公共卫生与基层医疗卫生事业单位实施绩效工资的指导意见的通知[Z].人社部发[2009]182号,1999.
[10]王丽坤,张艳春,张丽芳,等.疾病预防控制机构人员积极性影响因素分析[J].中国公共卫生,2014,30(4):463-465.
[11]疾病预防控制体系建设研究课题组.疾病预防控制体系建设研究报告[M].人民卫生出版社.2006,200-201.
[12]王红梅,刘民.北京地区某公共卫生机构卫生人力资源现况调查[J].中国公共卫生管理,2009,25(5):462-464.