广西乡镇卫生院全科医生岗位胜任力模型的构建研究

摘要

Objective To establish a competency model for GPs in Guangxi toWnship health centers. Methods We sampled subjects from relevant personnel of 7 toWnship health centers in Nanning,3 toWnship health centers in Qinzhou and 2 toWnship centers in Yulin. Through literature revieW, questionnaire survey, behavioral event intervieW, Delphi method and checklist method,We established a competency model for GPs in Guangxi toWnship health centers and verified the effectiveness of the competency model by using cross -validation method. Results The model We established concerned With 29 indicators of competency including relevant knoWledge and technical expertise, initial diagnosis service capability, root grass service aWareness,grass root communication skills,plan execution ability,decision -making capacity,training and guiding ability, influencing ability,organization ability,innovative capability,analytical thinking,inductive thinking,information collection capability,independent study capability, achievement motivation, attention for details, proactive attitude, perseverance, emergency capability,interpersonal communication,self-control,confidence,personal integrity,overall ideas,cooperation, responsibility,organizational commitment and Work concept of general practice. Among these indicators,9 indicators constituted identification competency, Which included initial diagnosis service capability, grass root service capability, grass root communication skills, emergency capability, Work concept of general practice, independent study capability, information collection capability,attention to details and innovative capability. And 10 indicators formed criterion competency,Which included relevant knoWledge and technical expertise,responsibility,cooperation,proactive attitude,interpersonal communication,personal integrity,decision-making capacity,perseverance,organization ability,and confidence. Conclusion The study established and verified a competency model for general practitioners in Guangxi toWnship health centers. The indicators in the model are effective in distinguishing excellent GPs from ordinary GPs.%目的：构建广西乡镇卫生院全科医生岗位胜任力模型。方法抽取广西南宁市7所乡镇卫生院、钦州市3所乡镇卫生院、玉林市2所乡镇卫生院共12所乡镇卫生院的各类相关人员作为调查对象。采用文献研究方法、问卷调查法、德尔菲专家咨询法、行为事件访谈法及核检表法，构建广西乡镇卫生院全科医生岗位胜任力模型。并采用同时交叉效度法验证胜任力模型的有效性。结果建立了广西乡镇卫生院全科医生岗位胜任力模型，包括28项胜任力特征指标：相关知识和技术专长、首诊服务能力、基层服务意识、基层沟通能力、计划执行、决策能力、培养指导、影响能力、组织协调、创新能力、分析性思维、归纳思维、信息收集、自主学习能力、成就动机、关注细节、积极主动、坚持不懈、应急能力、人际交往、自控能力、自信心、诚信正直、全局观念、团队合作、责任心、组织承诺、全科医学工作理念。其中9项胜任力特征指标（首诊服务能力、基层服务意识、基层沟通能力、应急能力、全科医学工作理念、自主学习能力、信息收集、关注细节、创新能力）构成了全科医生鉴别胜任力，10项胜任力特征指标（相关知识和技术专长、责任心、团队合作、积极主动、人际交往、诚信正直、决策能力、坚持不懈、组织协调、自信心）构成了全科医生基准胜任力。结论本研究构建了广西乡镇卫生院全科医生岗位胜任力模型并得到了验证，各项胜任力特征具有较强的区分能力，能够有效地区分和鉴别优秀全科医生和普通全科医生。