Status analysis for the job experience and feelings by elderly-healthcare staff under the perspective of psychological contract
10.3760/cma.j.issn.1000-6672.2019.12.004
- VernacularTitle: 心理契约视角下医养结合工作人员工作感受现状分析
- Author:
Rui MIN
1
;
Jiangyun CHEN
2
;
Xiao LIU
3
;
Pengqian FANG
4
Author Information
1. School of Public Health, Tongji Medical College, Huazhong University of Science and Technology, Wuhan 430030, China
2. School of Health Services Management, Southern Medical University, Guangzhou 510515, China
3. School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, Wuhan 430030, China
4. School of Medicine and Health Management, Tongji Medical College, Huazhong University of Science and Technology, Academy of Health Policy and Management, Huazhong University of Science and Technology(Think tank), Wuhan 430030, China
- Publication Type:Journal Article
- Keywords:
Homes for the aged;
Healthcare plus elderly care staff;
Psychological contract;
Incentive;
Questionnaire
- From:
Chinese Journal of Hospital Administration
2019;35(12):981-986
- CountryChina
- Language:Chinese
-
Abstract:
Objective:To learn the job experience and cognition of the staff working in elderly-healthcare institutions by means of the psychological contract theory and the questionnaire so developed, for probing into the factors affecting the work recognition.
Methods:The psychological contract questionnaire was used to conduct on-site questionnaires on 232 staff of such institutions in Hubei province between July 2018 and February 2019. The study covered their job experience and organizational contract, responsibility cognition. The data collected were analyzed statistically by methods such as variance analysis, descriptive statistics and related analysis.
Results:It was found that personal responsibility scoring(76.0±11.8) was generally higher than organizational responsibility scoring(60.9±10.0). 46.1%(107/232) of the employees had the intention of resignation. The respondents′ resignation intention was correlated with the performance of the organization, and there was a strong correlation between employees′ career development and their resignation intention(Gamma coefficient G≥0.5).
Conclusions:Organizational performance needs further enhancement, and institutions should better the income distribution and incentive mechanism, and raise the income level of the staff. At the same time, the managers should optimize the institutional environment, improve the social status of the staff, strengthen career planning, training, and provide them with a more promising career development path.
