PDF(Pubmed)
Abstract：
UNASSIGNED: Job satisfaction, based on professional and non-professional factors and individual characteristics of employees, is an important element influencing both the quality of care provided and employee turnover.
UNASSIGNED: The study included 137 paramedics employed in field teams and hospital emergency departments. The Job Satisfaction Scale (SSP), the Minnesota Job Satisfaction Questionnaire (MSQ), the Utrecht Work Engagement Scale (UWES), and the Three Dimensional Strength of Group Identification Scale (TSIG) were used to collect the data.
UNASSIGNED: The average job satisfaction score measured with SSP in the studied group of paramedics was 24.50 and the average job satisfaction score measured with MSQ was 74.16. The average value of the group identification in the study sample was 61.15. Of the three subscales, the highest scores were obtained in the affect toward the group subscale -22.44, and the lowest in the cognitive centrality subscale -18.78. The analysis showed that job satisfaction positively correlated with social identification (r = 0.43) and the ingroup ties (r = 0.43), cognitive centrality (r = 0.34) and ingroup affect (r = 0.37).
UNASSIGNED: The studied group of paramedics showed moderate job satisfaction (measured with SSP) and work engagement, with a simultaneous high level of job satisfaction (measured with MSQ) and social identification with the professional group. Social identification of studied paramedics varied depending on gender. Women showed higher levels of cognitive centrality, which might mean that they might have had greater need to categorize themselves as paramedics.
UNASSIGNED: The study included 137 paramedics employed in field teams and hospital emergency departments. The Job Satisfaction Scale (SSP), the Minnesota Job Satisfaction Questionnaire (MSQ), the Utrecht Work Engagement Scale (UWES), and the Three Dimensional Strength of Group Identification Scale (TSIG) were used to collect the data.
UNASSIGNED: The average job satisfaction score measured with SSP in the studied group of paramedics was 24.50 and the average job satisfaction score measured with MSQ was 74.16. The average value of the group identification in the study sample was 61.15. Of the three subscales, the highest scores were obtained in the affect toward the group subscale -22.44, and the lowest in the cognitive centrality subscale -18.78. The analysis showed that job satisfaction positively correlated with social identification (r = 0.43) and the ingroup ties (r = 0.43), cognitive centrality (r = 0.34) and ingroup affect (r = 0.37).
UNASSIGNED: The studied group of paramedics showed moderate job satisfaction (measured with SSP) and work engagement, with a simultaneous high level of job satisfaction (measured with MSQ) and social identification with the professional group. Social identification of studied paramedics varied depending on gender. Women showed higher levels of cognitive centrality, which might mean that they might have had greater need to categorize themselves as paramedics.
摘要：
■工作满意度，基于专业和非专业因素以及员工的个人特征，是影响所提供护理质量和员工离职的重要因素。
■该研究包括137名现场小组和医院急诊科的护理人员。工作满意度量表(SSP)明尼苏达州工作满意度问卷(MSQ)，乌得勒支工作参与量表(UWES)，并使用三维群体识别强度量表（TSIG）收集数据。
■在护理人员研究组中，使用SSP测量的平均工作满意度得分为24.50，使用MSQ测量的平均工作满意度得分为74.16。研究样品中的组鉴定的平均值为61.15。在三个分量表中，对群体子量表的影响得分最高-22.44,认知中心性子量表得分最低-18.78.分析表明，工作满意度与社会认同（r=0.43）和内部关系（r=0.43）呈正相关。认知中心性(r=0.34)和群体影响(r=0.37)。
■研究的护理人员组表现出中等的工作满意度（用SSP衡量）和工作投入，同时具有较高的工作满意度（以MSQ衡量）和对专业团体的社会认同。所研究的护理人员的社会认同因性别而异。女性表现出更高的认知中心性，这可能意味着他们可能更需要将自己归类为护理人员。
■该研究包括137名现场小组和医院急诊科的护理人员。工作满意度量表(SSP)明尼苏达州工作满意度问卷(MSQ)，乌得勒支工作参与量表(UWES)，并使用三维群体识别强度量表（TSIG）收集数据。
■在护理人员研究组中，使用SSP测量的平均工作满意度得分为24.50，使用MSQ测量的平均工作满意度得分为74.16。研究样品中的组鉴定的平均值为61.15。在三个分量表中，对群体子量表的影响得分最高-22.44,认知中心性子量表得分最低-18.78.分析表明，工作满意度与社会认同（r=0.43）和内部关系（r=0.43）呈正相关。认知中心性(r=0.34)和群体影响(r=0.37)。
■研究的护理人员组表现出中等的工作满意度（用SSP衡量）和工作投入，同时具有较高的工作满意度（以MSQ衡量）和对专业团体的社会认同。所研究的护理人员的社会认同因性别而异。女性表现出更高的认知中心性，这可能意味着他们可能更需要将自己归类为护理人员。
