【正文】 目前在我國(guó)，組織支持的研究理論和成果較為匱乏，而且對(duì)組織支持的研究落后于西方二十多年，現(xiàn)在與國(guó)外比較起來(lái)，對(duì)醫(yī)務(wù)人員的組織支持理論的研究已經(jīng)迫在眉睫。然后，研究調(diào)查問(wèn)卷中醫(yī)療工作者出現(xiàn)的職業(yè)認(rèn)同的不同情況，以進(jìn)行相關(guān)管理方面制度的改進(jìn)與完善。而這些研究恰恰和西方的成果是一樣的，這也說(shuō)明，不管文化差別有多大，組織支持感都能夠起到給公司帶來(lái)良好的氛圍作用。一個(gè)企業(yè)要想抓住人心，就必須真正的為員工著想，切實(shí)照顧到員工的利益，使得其自愿地留到公司，為公司的發(fā)展出力。因此亟需對(duì)醫(yī)務(wù)群體進(jìn)行相關(guān)的研究，提高職業(yè)認(rèn)同度和執(zhí)業(yè)信心，這對(duì)于緩解醫(yī)患矛盾，積極推進(jìn)醫(yī)療體制改革都有良好益處。因?yàn)槊恳淮涡嗅t(yī)都關(guān)系到人命，所以當(dāng)醫(yī)生的壓力很大，但是收入也不高，很多時(shí)候都要被人唾棄[3] 于偉. 行醫(yī)路上困惑多[N]. 健康報(bào), 2004616. 3]。實(shí)際情況是，假如誰(shuí)選擇了從醫(yī)，那么就會(huì)伴隨這一生的操勞和投入[2] 張新建, 李曉雅, 王冰, 等. 發(fā)揮磁場(chǎng)效應(yīng) 讓全科醫(yī)師后繼有人[N]. 中國(guó)社區(qū)醫(yī)師. 2011, 27(11): 4. 。如果獲得了行醫(yī)資格證書(shū)，那么生活就不用愁了，還可以得到他人的尊敬。在2012年3月哈爾濱殺醫(yī)案發(fā)生后，一項(xiàng)令人震驚的調(diào)查結(jié)果是65%的網(wǎng)民對(duì)醫(yī)生被殺表示高興。與此同時(shí)，在對(duì)百姓進(jìn)行的調(diào)查顯示，%的人認(rèn)為醫(yī)生是“白衣天使，很光榮”，%的人稱這一行業(yè)“費(fèi)力，但不討好”[1] 李穎. 醫(yī)生的收入與付出[N]. 科技日?qǐng)?bào), 2013829. 。關(guān)鍵詞：組織支持，職業(yè)認(rèn)同，醫(yī)務(wù)人員，公立醫(yī)院 STUDY ON INFLUENCE OF PERCEIVED ORGANIZATION SUPPORT ON PROFESSIONAL RECOGNITION OF MEDICAL STAFF IN PUBLIC HOSPITAL AND ITS COUNTERMEASURESABSTRACTDoctor is a special profession, with highstrength work pressure and medical risks which are difficult to be forecasted. With the continuous occurring of doctor murder events, the professional recognition of doctor group has been further reduced and doctors have suffered from psychological diseases of different degrees. The current medical reform, from the starting point of solving the problem of high cost and difficulty of getting medical treatment, emphasizes the public welfare of medical service system with more thinking on how to greatly maintain the patients’ interest and strive to promote the reform of public hospital, but insufficient consideration to the interest maintenance of doctors, especially the front clinical doctors of public hospitals, the insufficient humanistic solicitude to medical staff has influenced the practicing stability of medical group.Starting from the status of medical staff of public hospitals in Shanghai, through literature retrieval, this paper explains some theoretical knowledge on professional recognition and organization support. In the research method, questionnaire investigation is adopted to all staffs of the second and thirdlevel hospitals under the jurisdiction of Shanghai Municipal Bureau of Health, empirical analysis is conducted to the status of professional recognition and perceived organization support of public hospitals in Shanghai, the professional recognition condition of medical staff in public hospital of Shanghai and a series of problems it brings are revealed and corresponding countermeasures and suggestions are proposed.According to the research, the professional recognition of medical staff of public hospitals in Shanghai is mainly from ego, environment and society, in which environmental recognition has the largest weight, and there exists a significant difference in the professional recognition of medical staff of different basic information. In the six factors, remuneration, development prospect, social status, work environment, work pressure and doctorpatient relation, social status and doctorpatient relation have the largest proportion. According to the investigation, it is concluded that the organization support of staffs in these hospitals is mainly divided into value recognition, work cooperation and welfare guarantee. Due to difference of background and social experience, there exists a wide difference in the perception of organization doctor for each doctor. Overall, they have an ordinary overall professional recognition and not high organization support. In the regression analysis, it is found that organization support has a certain influence on the professional recognition of medical staff of different levels of hospitals.The research shows that organization support has a significant buffering function between social recognition and selfrecognition, enhancing the role of organization support while managing professional recognition. During the discussion of research result, some significant suggestions and opinions are given from the aspects of organization response and individual response, aimed to find out the measures to enhance the professional stability and recognition of medical staff of public hospitals in Shanghai, so as to provide reference for the health management administrative department to specifically carry out and implement medical and health reform. KEY WORDS: organization support, professional recognition, medical staff, public hospitals 目錄摘要 IIABSTRACT IV第一章 緒論 1第一節(jié) 研究背景 1第二節(jié) 研究目的和意義 4一、研究的目的 4 二、研究的意義 4第二章 相關(guān)理論文獻(xiàn)述評(píng) 6第一節(jié) 組織支持理論研究述評(píng) 6一、組織支持理論的產(chǎn)生與內(nèi)涵 6 二、組織支持感的結(jié)構(gòu)及測(cè)量 8 三、組織支持理論研究現(xiàn)狀與主要進(jìn)展 9第二節(jié) 職業(yè)認(rèn)同理論的研究述評(píng) 11 一、職業(yè)認(rèn)同的內(nèi)涵 11 二、職業(yè)認(rèn)同的定義及理論模型 11第三節(jié) 組織支持與職業(yè)認(rèn)同的相關(guān)性研究 14第四節(jié) 對(duì)現(xiàn)有研究的述評(píng)與小結(jié) 17第三章 研究方法與過(guò)程 19第一節(jié) 研究假設(shè) 19第二節(jié) 研究方法 20 一、組織支持感量表 20 二、職業(yè)認(rèn)同度量表 20第三節(jié) 數(shù)據(jù)獲取 22 一、數(shù)據(jù)收集 22 二、樣本描述 23第四節(jié) 數(shù)據(jù)分析與現(xiàn)狀特點(diǎn) 27 一、職業(yè)認(rèn)同量表的信度與效度分析 27 二、控制變量對(duì)各變量的影響結(jié)果 29 第四章 討論與結(jié)論 34第一節(jié) 公立醫(yī)院醫(yī)務(wù)人員組織支持感分析 34第二節(jié) 組織支持與職業(yè)認(rèn)同的交互效應(yīng) 39 一、組織支持與職業(yè)認(rèn)同各維度的相關(guān)分析 39二、組織支持與職業(yè)認(rèn)同各維度的回歸分析 39第三節(jié) 實(shí)證研究的結(jié)論 41第五章 對(duì)策與建議 42第一節(jié) 基于組織層面的建議 42一、完善酬薪分配制度，增強(qiáng)職業(yè)預(yù)期 42 二、組建專業(yè)隊(duì)伍，加強(qiáng)心理輔導(dǎo) 44 三、建立公正的評(píng)價(jià)體系，提升專業(yè)素養(yǎng) 46 四、營(yíng)造文化環(huán)境，在新醫(yī)改中體現(xiàn)針對(duì)醫(yī)務(wù)群體的人文關(guān)懷 48第二節(jié) 基于醫(yī)務(wù)人員自身的建議 49一、深入了解自身的特質(zhì)與職業(yè)選擇 49二、夯實(shí)專業(yè)知識(shí)技能，增強(qiáng)執(zhí)業(yè)實(shí)力 51 參考文獻(xiàn) 53致謝 58攻讀學(xué)位期間發(fā)表的學(xué)術(shù)論文目錄 5942第一章 緒 論醫(yī)務(wù)工作者是醫(yī)療體制改革的重要執(zhí)行者和落實(shí)者，醫(yī)務(wù)人員的職業(yè)認(rèn)同狀況是衛(wèi)生體制改革能否順利推進(jìn)和成功完成的關(guān)鍵因素，因此以醫(yī)務(wù)人員為研究對(duì)象進(jìn)行抽樣調(diào)研，能客觀了解當(dāng)前衛(wèi)生體制改革階段的難點(diǎn)和著眼點(diǎn)，為我國(guó)新醫(yī)改方案的進(jìn)一步完善與實(shí)施提供依據(jù)。整體來(lái)看，他們總的職業(yè)認(rèn)同度一般，對(duì)組織支持感知不高。研究顯示，上海市公立醫(yī)院醫(yī)務(wù)人員的職業(yè)認(rèn)同主要來(lái)自于自我、環(huán)境和社會(huì)認(rèn)同三個(gè)方面，其中環(huán)境認(rèn)同權(quán)重最大，不同基本信息醫(yī)務(wù)人員的職業(yè)認(rèn)同情況存在顯著差異。 組織支持感對(duì)公立醫(yī)院醫(yī)務(wù)人員職業(yè)認(rèn)同度的影響及對(duì)策研究 　　組織支持感對(duì)公立醫(yī)院醫(yī)務(wù)人員職業(yè)認(rèn)同度的影響及對(duì)策研究STUDY ON INFLUENCE OF PERCEIVED ORGANIZATION SUPPORT ON PROFESSIONAL RECOGNITION OF MEDICAL STAFF IN PUBLIC HOSPITAL AND ITS COUNTERMEASURES 學(xué)　　校：　學(xué)　　號(hào)：　班　　級(jí)：　答辯日期： 2013年12月22日 組織支持感對(duì)公立醫(yī)院醫(yī)務(wù)人員職業(yè)認(rèn)同度的影響及對(duì)策研究摘要醫(yī)生是個(gè)特殊的職業(yè)，具有高強(qiáng)度的工作壓力和難以預(yù)測(cè)的醫(yī)療風(fēng)險(xiǎn)，隨著不斷出現(xiàn)的傷害醫(yī)務(wù)人員的事件及醫(yī)患糾紛，醫(yī)生群體的職業(yè)認(rèn)同度進(jìn)一步降低，出現(xiàn)不同程度的職業(yè)抗拒和抑郁悲觀等心理疾病。在研究方法上，對(duì)上海市衛(wèi)生局管轄的二級(jí)和三級(jí)公立醫(yī)院的員工采取問(wèn)卷抽樣調(diào)查的方法，對(duì)上海市公立醫(yī)院職業(yè)認(rèn)同度和組織支持感知現(xiàn)狀進(jìn)行實(shí)證分析，揭示了當(dāng)前上海