陈凯悦,张艺凡,赵瑞,等.上海市老年照护统一需求评估人员对工作的认知和满意度状况分析[J].上海预防医学,2024,36(4):319-326.. doi: 10.19428/j.cnki.sjpm.2024.23378
引用本文: 陈凯悦,张艺凡,赵瑞,等.上海市老年照护统一需求评估人员对工作的认知和满意度状况分析[J].上海预防医学,2024,36(4):319-326.. doi: 10.19428/j.cnki.sjpm.2024.23378
CHEN Kaiyue,ZHANG Yifan,ZHAO Rui,et al.Analysis of the perception and satisfaction levels of unified elderly care needs assessment personnel in Shanghai[J].Shanghai Journal of Preventive Medicine,2024,36(04):319-326.. doi: 10.19428/j.cnki.sjpm.2024.23378
Citation: CHEN Kaiyue,ZHANG Yifan,ZHAO Rui,et al.Analysis of the perception and satisfaction levels of unified elderly care needs assessment personnel in Shanghai[J].Shanghai Journal of Preventive Medicine,2024,36(04):319-326.. doi: 10.19428/j.cnki.sjpm.2024.23378

上海市老年照护统一需求评估人员对工作的认知和满意度状况分析

Analysis of the perception and satisfaction levels of unified elderly care needs assessment personnel in Shanghai

  • 摘要:
    目的 明确上海市老年照护统一需求评估人员对评估工作的认知状况和工作满意度状况,分析评估人员工作满意度的影响因素,为优化上海市老年照护统一需求评估人员的工作满意度提供参考。
    方法 随机抽取上海市29家老年照护需求评估机构中93名评估人员开展结构式问卷调查。运用χ2检验、Fisher精确概率检验比较区域间差异,基于双因素理论分析评估人员工作满意度的影响因素。
    结果 工作认知方面,调查评估人员中有92.5%的人认为工作具有重要性。对评估工作感兴趣的评估人员占87.1%,认为自身对评估工作具有积极贡献的比例为84.9%,认为目前安排的评估岗位符合个人意愿的占84.9%。工作满意度方面,调查人群对评估工作感到满意的占83.9%,认为工作量适宜的占78.5%,认为工作时长适宜的占74.2%,对评估对象配合程度满意的占65.6%,对评估机构工作支持感到满意和对评估机构有归属感的人员分别占94.6%和91.4%,对工作补助感到满意的占65.6%。影响工作满意度的保健因素包括与工作本身相关的工资报酬、工作量、工作耗时和与外界协助相关的机构支持、岗位适配性、团队合作、需方配合情况(P<0.05),激励因素包括对工作意义的认知、工作成就感、工作兴趣、工作归属感、工作成长性(P<0.05)。
    结论 上海老年照护需求评估人员对工作的认知情况和满意度评价总体较为积极。主要问题包括评估人员的工作负担较重、实际工作补助不及预期,未来应进一步完善流程的规范性,建立专职的评估人员队伍,健全完善薪酬激励机制,不断提升人员的满意度。

     

    Abstract:
    Objective To clarify the perception of the work and satisfaction levels among personnel conducting unified elderly care needs assessment in Shanghai, to analyze the factors influencing their job satisfaction, and to provide references for optimizing the job satisfaction of unified elderly care needs assessment personnel in Shanghai.
    Methods A survey was conducted among 93 assessment personnel randomly selected from 29 elderly care needs assessment agencies in Shanghai. The personnel’s perception of their work and their levels of job satisfaction were examined. Chi-square test and Fisher’s precision probability test were used to compare regional differences, while the two-factor theory was employed to analyze the factors influencing job satisfaction.
    Results Regarding perception of the work, 92.5% of the surveyed personnel believed their work was important. Moreover, 87.1% were interested in their assessment tasks, and 84.9% believed they made a positive contribution to the assessment work and the assessment position was in line with their personal preferences. Regarding job satisfaction, 83.9% of the participants were satisfied with their assessment work, 78.5% considered the workload appropriate, and 74.2% found the working hours suitable. Additionally, 65.6% expressed satisfaction with the level of cooperation from the assessment subjects, while 94.6% and 91.4% of the personnel were satisfied with the support provided by the assessment agencies and had a sense of belonging, respectively. Furthermore, 65.6% of the personnel expressed satisfaction with their job compensation and benefits. Hygiene factors affecting job satisfaction included salary and compensation, workload, time spent on the job and institutional support related to external assistance, job suitability, teamwork, and client cooperation (P<0.05), while motivational factors included recognition of the significance of the job, sense of achievement, interest in the job, sense of belonging, and opportunities for personal growth (P<0.05).
    Conclusion The overall work cognition and satisfaction of unified elderly care needs assessment personnel in Shanghai towards their work are relatively positive. Main issues include the heavy workload and actual job subsidies not meeting expectations. It is recommended to improve the standardization of the assessment process, establish a professional team of assessment personnel, and enhance the compensation and incentive mechanisms to continuously increase staff satisfaction.

     

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