PDF(Pubmed)
Abstract：
BACKGROUND: Medical assistants (MAs) are crucial for affordable, high-quality primary care, but what motivates this low-wage occupational group to stay in their job remains underexplored. This paper identifies the work aspects that MAs value (\"capabilities\"), and how they affect sustainable employability, which refers to employees\' long-term ability to function and remain in their job.
METHODS: We used structural equation modelling to assess how capabilities relate to four outcomes among MAs: burnout, job satisfaction, intention to quit, and experiencing work as meaningful.
RESULTS: We find that earning a good income, developing knowledge and skills, and having meaningful relationships at work relate to the outcomes. Meaningful relationships represent a stronger predictor than salary for one\'s intention to quit.
CONCLUSIONS: Competitive salaries are necessary but not sufficient to motivate low-wage health care workers like MAs to stay in their job. Health care leaders and managers should also structure work so that MAs can foster meaningful relationships with others as well as develop competencies.
METHODS: We used structural equation modelling to assess how capabilities relate to four outcomes among MAs: burnout, job satisfaction, intention to quit, and experiencing work as meaningful.
RESULTS: We find that earning a good income, developing knowledge and skills, and having meaningful relationships at work relate to the outcomes. Meaningful relationships represent a stronger predictor than salary for one\'s intention to quit.
CONCLUSIONS: Competitive salaries are necessary but not sufficient to motivate low-wage health care workers like MAs to stay in their job. Health care leaders and managers should also structure work so that MAs can foster meaningful relationships with others as well as develop competencies.
摘要：
背景：医疗助理（MA）对于负担得起的，高质量的初级保健，但是是什么促使这个低工资的职业群体继续工作，仍然没有得到充分的探索。本文确定了MA重视的工作方面(“能力”)，以及它们如何影响可持续就业能力，这是指员工长期运作和留在工作岗位的能力。
方法：我们使用结构方程模型来评估能力如何与MA中的四个结果相关：倦怠，工作满意度,打算退出，体验有意义的工作。
结果：我们发现收入不错，发展知识和技能，在工作中有意义的关系与结果有关。有意义的关系代表了一个人退出的意图比工资更强的预测指标。
结论：有竞争力的工资是必要的，但不足以激励像MA这样的低薪医护人员继续工作。医疗保健领导者和管理者也应该组织工作，以便MA能够促进与他人的有意义的关系，并发展能力。
方法：我们使用结构方程模型来评估能力如何与MA中的四个结果相关：倦怠，工作满意度,打算退出，体验有意义的工作。
结果：我们发现收入不错，发展知识和技能，在工作中有意义的关系与结果有关。有意义的关系代表了一个人退出的意图比工资更强的预测指标。
结论：有竞争力的工资是必要的，但不足以激励像MA这样的低薪医护人员继续工作。医疗保健领导者和管理者也应该组织工作，以便MA能够促进与他人的有意义的关系，并发展能力。
