周金花, 徐倍, 李悦. 公立医院专职科研人员工作压力现状研究[J]. 职业卫生与应急救援, 2024, 42(5): 574-579. DOI: 10.16369/j.oher.issn.1007-1326.2024.05.003
引用本文: 周金花, 徐倍, 李悦. 公立医院专职科研人员工作压力现状研究[J]. 职业卫生与应急救援, 2024, 42(5): 574-579. DOI: 10.16369/j.oher.issn.1007-1326.2024.05.003
ZHOU Jinhua, XU Bei, LI Yue. Study on current situation of work stress among full-time research staff in public hospitals[J]. Occupational Health and Emergency Rescue, 2024, 42(5): 574-579. DOI: 10.16369/j.oher.issn.1007-1326.2024.05.003
Citation: ZHOU Jinhua, XU Bei, LI Yue. Study on current situation of work stress among full-time research staff in public hospitals[J]. Occupational Health and Emergency Rescue, 2024, 42(5): 574-579. DOI: 10.16369/j.oher.issn.1007-1326.2024.05.003

公立医院专职科研人员工作压力现状研究

Study on current situation of work stress among full-time research staff in public hospitals

  • 摘要:

    目的 了解公立医院专职科研人员工作压力现状,分析科研管理中存在的问题,进而提出针对性的对策建议。

    方法 2022年8月,采用目的抽样方式,设计《医院专职科研人员工作压力源量表》,对上海市6家公立医院的专职科研人员进行问卷调查,分析不同特征人员工作压力现状及差异,并对量表各维度得分进行相关性分析。

    结果 发放问卷231份,获得有效问卷212份,有效回收率91.8%。医院专职科研人员在量表中各维度上的得分如下:工作负荷维度的评分最高,为(4.02 ± 0.81)分,其余依次为工作难度维度的(4.01 ± 0.70)分,考核压力维度的(3.70 ± 0.81)分,角色模糊维度的(3.46 ± 0.86)分,岗位认同维度的(3.42 ± 0.94)分。工作压力总体得分为(3.72 ± 0.62)分,在工作压力总体得分上,承担过省部级以上科研项目人员的压力评分更高(P < 0.01);学历越高,工作负荷维度和工作难度维度得分越高(均P < 0.01)。不同岗位的医院专职科研人员在工作负荷、工作难度维度得分上差异有统计学意义(P < 0.05或P < 0.01),其中研究岗科研人员的压力水平最高;职称越高,工作负荷维度得分越高(P < 0.05)。隶属于不同科室的专职科研人员在角色模糊维度得分上差异有统计学意义(P < 0.05),其中临床科室专职科研人员得分最高,其次是中心实验室科研人员,均高于研究所/科研园区的专职科研人员;承担过省部级以上科研项目的科研人员在工作负荷、工作难度、岗位认同维度得分更高(均P < 0.01)。量表各维度得分之间均存在正相关关系(r = 0.348~0.613,均P < 0.01)。

    结论 医院专职科研人员工作压力较大。医院相关部门应积极采取措施减轻科研人员的工作负荷,合理分配工作难度,提高科研人员岗位认同,化解其角色模糊的压力。

     

    Abstract:

    Objective To understand the current status of work stress among full-time research staff in public hospitals, analyze the problems in research management, and propose the targeted countermeasures and suggestions.

    Methods In August 2022, the full-time research staff in six public hospitals in Shanghai, chosen by a purposive sampling method, were surveyed with a self-designed Work Stress Source Scale for Full-time Research Staff in Public Hospitals. The work stress status and differences among the above staff with different characteristics were analyzed, and the correlation between the scores in various dimensions was examined.

    Results 231 questionnaires were distributed, and 212 valid questionnaires were obtained, with an effective recovery rate of 91.8%. The scores in various dimensions of the scale were as follows: the highest score was (4.02 ± 0.81) for workload pressure, followed by (4.01 ± 0.70) for work difficulty, (3.70 ± 0.81) for assessment pressure, (3.46 ± 0.86) for role ambiguity, and (3.42 ± 0.94) for job recognition. The overall work stress score was (3.72 ± 0.62), and on the overall score of work stress. Staff who had undertaken provincial or ministerial-level research projects had higher stress scores (P < 0.01); the higher the education level, the higher the scores in workload and work difficulty dimensions (both P < 0.01). There were statistically significant differences in the scores of workload and work difficulty dimensions among full-time research staff in different positions (P < 0.05 or P < 0.01), with the highest stress levels among research staff. The higher the professional title, the higher the workload dimension score (P < 0.05). There were statistically significant differences in the role ambiguity dimension scores among full-time research staff in different departments (P < 0.05), with clinical department staff scoring the highest, followed by staff in central laboratories, both higher than those in research institutes or research parks. Staff who had undertaken provincial or ministerial-level research projects had higher scores in workload, work difficulty, and job recognition dimensions (all P < 0.01). There were positive correlations between scores in various dimensions of the scale (r = 0.348 to 0.613, all P < 0.01).

    Conclusions Full-time research staff in public hospitals experienced significant work stress. Relevant hospital departments should actively take measures to reduce the workload of research staff, reasonably allocate work difficulty, improve job recognition, and alleviate the pressure of role ambiguity.

     

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