■初级保健医生及其团队是建设初级医疗服务的主导力量,承担居民基本健康的关键责任,也与实现国家卫生目标有关。然而,由于工作压力大等问题,初级保健医生的离职率通常很高,工资水平低,有限的职业发展。因此,探索基层医疗医师离职意向对推进基层医疗医师健康服务体系建设具有重要作用。
■本研究探讨了影响初级保健医生辞职意向的因素,专门研究工作家庭冲突的作用,工作满意度,职业身份,和情绪疲惫。通过了解这些动态,这项研究旨在提供能够提高初级保健服务稳定性和有效性的策略,最终有助于改善公共卫生基础设施和实现国家卫生目标。这项调查将利用结构方程模型来分析已识别变量之间的相互关系,从而为解决初级保健医生的高更替率提供了一个全面的框架。
■这项研究使用了工作-家庭冲突,工作满意度,职业身份,和情绪衰竭量表。数据来自浙江省的横断面调查,中国,2022年。使用SPSS27和Mplus8.3软件对1205名初级保健医生及其团队成员进行分析,入选案例均回答了离职意向的相关问题。工作家庭冲突之间的潜在关系,工作满意度,职业身份,情绪疲惫,通过构建结构方程,探索家庭医生离职意向。
■工作-家庭冲突可以直接且积极地影响初级保健医生的辞职意愿(β=-0.546,p<0.001)。中介模型的结果发现,工作满意度,职业身份,情绪疲惫与工作家庭冲突密切相关,和初级保健医生的辞职意向具有显著的中介作用。主要包括六种中介途径:一是通过工作满意度的独立中介效应;二是通过职业认同的独立中介效应;三是通过工作满意度与职业认同之间的链式中介效应;四是通过工作满意度与情绪耗竭链式中介的中介效应;五是通过职业认同与情绪耗竭的链式中介;六是通过工作满意度的复杂链式中介,职业身份,和情绪疲惫。
■主治医师离职意向得分较高,值得持续关注。相关部门可以帮助初级保健医生平衡工作和家庭角色,为他们提供适当的资源和奖励,以及良好的工作环境和职业发展机会,提高他们的工作满意度和职业认同感,减少情绪疲惫,从而降低离职意向的风险。
UNASSIGNED: Primary care physicians and their teams are the leading force in constructing primary medical services, undertaking the critical responsibility of residents\' essential health, and also related to realizing the national health goal. However, primary care physicians generally have a high turnover rate due to problems such as high work pressure, low salary levels, and limited career development. Therefore, exploring primary care physicians\' resignation intentions plays a vital role in promoting the construction of primary care physicians\' health service system.
UNASSIGNED: This study explores the factors influencing the resignation intentions of primary care physicians, specifically examining the roles of work-family conflict, job satisfaction, professional identity, and emotional exhaustion. By understanding these dynamics, the research aims to inform strategies that can enhance the stability and effectiveness of primary care services, ultimately contributing to the improvement of public health infrastructure and achieving national health goals. This investigation will utilize structural equation modeling to analyze the interrelationships among the identified variables, thereby providing a comprehensive framework for addressing the high turnover rates among primary care physicians.
UNASSIGNED: This study uses the work-family conflict, job satisfaction, professional identity, and emotional exhaustion scales. The data comes from a cross-sectional survey in Zhejiang Province, China, in 2022. Using SPSS 27 and Mplus8.3 software to analyze 1205 primary care physicians and their team members, the selected cases all answered the relevant questions of resignation intention. The potential relationship among work-family conflict, job satisfaction, professional identity, emotional exhaustion, and family doctor resignation intention was explored by constructing structural equations.
UNASSIGNED: Work-family conflict can directly and positively affect primary care physicians\' resignation intention (β = -0.546, p < 0.001). The results of the mediation model found that job satisfaction, professional identity, and emotional exhaustion were significantly related to work-family conflict, and primary care physicians\' resignation intention has a significant mediating effect. It mainly includes six intermediary approaches: one is through the independent intermediary effect of job satisfaction; the second is through the independent intermediary effect of professional identity; the third is through the chain intermediary effect between Job satisfaction and professional identity; the fourth is through the intermediary effect of Job satisfaction and emotional exhaustion chain intermediary; fifth is through the chain intermediary of professional identity and emotional exhaustion; sixth is through the complex chain intermediary of job satisfaction, professional identity, and emotional exhaustion.
UNASSIGNED: Primary care physicians have a high score in resignation intention, which deserves continuous attention. Relevant department can help primary care physicians balance work and family roles, provide them with appropriate resources and rewards, as well as a good working environment and career development opportunities, to improve their job satisfaction and professional identity and reduce emotional exhaustion, thereby reducing the risk of resignation intention.