Relationship between perceived organizational support and occupational pressure of general practitioners: the mediating role of professional identity
10.3760/cma.j.cn116021-20191206-00139
- VernacularTitle:全科医生组织支持感与工作压力的关系：职业认同感的中介作用
- Author:
Yanchao LI
1
;
Shue ZHANG
;
Jin ZHANG
;
Jiaming XU
;
Zhen WANG
;
Maoling YANG
;
Chenxi ZHAO
;
Qingling LI
;
Jing TIAN
;
Liyan ZHU
;
Libin YANG
;
Depin CAO
Author Information
1. 哈尔滨医科大学卫生管理学院 150086
- From:
Chinese Journal of Medical Education Research
2020;19(5):609-614
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To investigate the current situation of general practitioners' occupational pressure in Heilongjiang Province, and explore its relationship with professional identity and perceived organizational support. It aims to provide references for the construction of general practitioners and the development of general medical education.Methods:The general situation questionnaire, perceived organizational support scale, occupational pressure scale, and professional identity scale were applied through network and site surveys for collecting data. A total of 288 questionnaires were collected with 263 valid questionnaires (91.3%). Pearson correction analysis and bootstrap analysis were performed for data analysis.Results:The average score of occupational pressure among general practitioners was (115.95±22.40), and the results of Pearson correction analysis showed that perceived organizational support was negatively correlated with occupational pressure ( r=-0.413, P<0.01) and positive correlation with professional identity ( r=0.587, P<0.01). There were also significant negative correlations between professional identity and occupational pressure ( r=-0.442, P<0.01). Moreover, the mediating effect showed that professional identity had a certain mediating effect on the relationship between perceived organizational support and occupational pressure (LLCI=-0.2039, ULCI=-0.0760, P<0.05). Conclusion:General practitioners' occupational pressure was at a high level, which can be reduced through improving the perceived organizational support and professional identity.
