|
|
|
| Occupational delay of gratification among community healthcare workers |
| CHENG Yuanfen1, PENG Jia2, LI Dan1, YANG Juanhua1, YANG Ting1, CAO Yu3
|
1. Ministry of Education Key Laboratory of Environmental Pollution and Disease Monitoring, School of Public Health and Wellness, Guizhou Medical University, Guiyang, Guizhou 561113, China;
2. Renhe Hospital Affiliated to Three Gorges University, Yichang, Hubei 443000, China;
3. Guizhou Medical University, Guiyang, Guizhou 550004, China |
|
|
|
|
Abstract Objective To investigate the occupational delay of gratification among community healthcare workers and its influencing factors, so as to provide insights into the sustainable development of primary healthcare personnel. Methods The in-service community healthcare workers from 5-7 community health service centers in 9 cities (prefectures) of Guizhou Province were selected using a multi-stage stratified random sampling method. Gender, age, and educational level and other basic information were collected through questionnaire surveys. The status of occupational delay of gratification was investigated using the Occupational Delay of Gratification Scale. Multiple linear regression model was used to analyze the influencing factors of occupational delay of gratification. Results A total of 2 076 respondents were surveyed, including 367 males (17.68%) and 1 709 females (82.32%). There were 112 respondents (5.39%) with secondary vocational school degree or below, 872 respondents (42.00%) with junior college degree, 1 087 respondents (52.36%) with bachelor's degree, and 5 respondents (0.24%) with master's degree or above. There were 665 respondents (32.03%) with managerial positions. The monthly income of 1 705 respondents (82.13%) was ≤5 000 Yuan. The total score of occupational delay of gratification was (33.22±4.33) points, and the total average score was (2.77±0.36) points. The average scores of work delay, career delay and persistence were (2.67±0.48), (2.96±0.45) and (2.75±0.46) points, respectively. Multiple linear regression analysis identified educational level (junior college, β=0.089; bachelor's degree, β=0.088), management position (not have, β=-0.046) and monthly income (>6 000 Yuan, β=0.085) as factors affecting occupational delay of gratification (all P<0.05). Conclusion The community healthcare workers with an education below secondary vocational school, no management position and lower income have relatively lower level of occupational delay of gratification.
|
|
Received: 22 March 2024
Revised: 23 May 2024
Published: 19 July 2024
|
|
|
|
|
|
[1] 芮晨,黄磊. 基层医疗卫生机构工作人员离职意愿及其影响因素研究[J]. 中国卫生政策研究,2021,14(4):55-60.
[2] 陈瑞,山慈明,何爽. 职业延迟满足对三级甲等医院男护士心理资本和工作绩效的中介作用[J]. 职业与健康,2019,35(19):2650-2654,2660.
[3] REN Y J,TANG R,LI M L.The relationship between delay of gratification and work engagement:the mediating role of job satisfaction[J/OL]. Heliyon,2022,8[2024-05-23].https://doi.org.10.1016/j.heliyon.2022.e10111.
[4] 刘晓燕,郝春东,陈健芷,等. 组织职业生涯管理对职业承诺和工作满意度的影响——职业延迟满足的中介作用分析[J]. 心理学报,2007,39(4):715-722.
[5] 刘春妮,王静,赵海燕,等. 三级甲等医院护士职业延迟满足、职业生涯管理及职业认同的相关性研究[J]. 护理研究,2023,37(8):1380-1384.
[6] 张梦林. 长春市某三甲综合医院临床医生职业延迟满足现状及影响因素分析[D]. 长春:吉林大学,2020.
[7] 程琳,张韡,张培华. 中医青年医生职业延迟满足的现状研究[J].南京中医药大学学报(社会科学版),2018,19(2):130-133.
[8] 俞洋,徐国洪,李晓玲,等. 佛山市基层医院医务人员职业延迟满足评估及成就动机的研究[J]. 职业与健康,2017,33(9):1235-1238.
[9] 康艳红. 职业延迟满足与职业生涯自我管理的关系研究[D]. 太原:山西大学,2009.
[10] 王芳,马俊,廖娜. 护士职业延迟满足现状及其对职业倦怠的影响[J]. 医学信息,2020,33(7):123-126.
[11] 王莹. 组织行为学在事业单位人力资源管理中的运用[J]. 人才资源开发,2023(18):47-49.
[12] 任坤薇,刘丽秀,闫倩,等. 咸阳市4所三级甲等医院护士心理资本、自我控制能力与职业延迟满足的关系研究[J]. 职业与健康,2023,39(14):1964-1969.
[13] 牛莉霞,乔亚凡,夏文德. 绩效压力对工作繁荣的“双刃剑”效应:工作反刍和组织支持感的作用[J]. 中国人力资源开发,2024,41(3):21-34.
[14] 甘罗嘉. 高校教师职业倦怠问题与应对——基于马斯洛需求层次理论与赫茨伯格双因素理论的视角[J]. 北京教育(高教版),2022(9):23-25.
[15] HU G X,NIE T,QIU T F,et al. Application of big data analysis on the relationship between career delayed gratification and organizational socialization outcomes for new generation employees[J/OL]. Comput Intell Neurosci,2022[2024-05-23].https://doi.org/10.1155/2022/6065435.
[16] 张宝红,张洁. 需求层次理论视角下医务人员激励机制探究[J]. 中国医院,2024,28(4):85-87. |
|
|
|
