邱塨航, 王海霞, 金佳瑶, 于懿, 叶峰, 张萌, 黄仙红. 杭州市医护人员工作要求对工作绩效的影响：基于自主性动机中介效应的研究[J]. 职业卫生与应急救援, 2023, 41(2): 140-145. DOI: 10.16369/j.oher.issn.1007-1326.2023.02.004
引用本文: 邱塨航, 王海霞, 金佳瑶, 于懿, 叶峰, 张萌, 黄仙红. 杭州市医护人员工作要求对工作绩效的影响：基于自主性动机中介效应的研究[J]. 职业卫生与应急救援, 2023, 41(2): 140-145. DOI: 10.16369/j.oher.issn.1007-1326.2023.02.004
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QIU Gonghang, WANG Haixia, JIN Jiayao, YU Yi, YE Feng, ZHANG Meng, HUANG Xianhong. Influence of job requirements on the work performance of medical staff in Hangzhou: a study based on the mediating effect of autonomous motivation[J]. Occupational Health and Emergency Rescue, 2023, 41(2): 140-145. DOI: 10.16369/j.oher.issn.1007-1326.2023.02.004
Citation: QIU Gonghang, WANG Haixia, JIN Jiayao, YU Yi, YE Feng, ZHANG Meng, HUANG Xianhong. Influence of job requirements on the work performance of medical staff in Hangzhou: a study based on the mediating effect of autonomous motivation[J]. Occupational Health and Emergency Rescue, 2023, 41(2): 140-145. DOI: 10.16369/j.oher.issn.1007-1326.2023.02.004
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杭州市医护人员工作要求对工作绩效的影响：基于自主性动机中介效应的研究

Influence of job requirements on the work performance of medical staff in Hangzhou: a study based on the mediating effect of autonomous motivation

    摘要
  • 摘要:
      目的  探究医护人员自主性动机在工作要求和工作绩效之间的中介作用，为提升医护人员的工作绩效提供对策建议。
      方法  采用方便抽样法，利用工作要求量表、自主性动机量表和工作绩效量表对杭州市6家医院的901名医护人员进行问卷调查；用结构方程模型分析工作要求、自主性动机对工作绩效的直接和间接影响。
      结果  回收有效问卷813份，有效回收率为90.2%。在工作绩效方面，已婚的医护人员得分较高，无职称、工作年限≤ 5年的医护人员工作绩效得分较低（P < 0.05）。医护人员工作要求对工作绩效有直接的影响（β=0.300，P < 0.01），通过自主性动机间接影响工作绩效（β=0.069，P < 0.01），中介效应百分比为18.70%。
      结论  自主性动机在工作要求与工作绩效之间存在正向中介效应。医院管理者可以提高对医护人员工作感受的关注，对不同动机水平的医护人员给予不同层次的激励引导，提高他们的自主性动机，进一步提升其工作绩效。

     

    Abstract:
      Objective  To explore the mediating role of medical staff's autonomous motivation in the association between job requirements and job performance and to provide countermeasures and suggestions for improving medical staff's job performance.
      Methods  By the convenience sampling method, 901 medical staff from 6 hospitals in Hangzhou were surveyed with the job demand scale, the autonomous motivation scale, and the job performance scale. The structural equation model was used to analyze the direct and indirect effects of job demand and autonomous motivation on job performance.
      Results  Finally, 813 valid questionnaires were collected, with an effective recovery rate of 90.2%. In terms of job performance, the married medical staff scored higher, while those without a professional title or with working time less than 5 years scored lower (P < 0.05). The job requirements had a direct impact on job performance (β = 0.30, P < 0.01), which was indirectly affected through autonomous motivation (β = 0.069, P < 0.01), and the indirect effect percentage was 18.70%.
      Conclusions  Autonomous motivation had a positive mediating effect on the association between job demands and job performance. Hospital managers should pay more attention to the working feelings of medical staff and give targeted guidance to medical staff with different levels of motivation to improve their autonomous motivation and, furthermore, to improve their work performance.

     

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