医患关系、组织承诺对医院核心人才离职意愿的影响：广东地区三甲医院的实证研究

摘要

目的：通过研究医院核心人才对目前医疗环境中医患关系和组织承诺的认知情况，探索医患关系、组织承诺对医院核心人才离职意愿的影响。方法：通过实证调查分析，构建SEM模型，运用实证数据检验模型的匹配拟合度。结果与结论：医患关系对医院核心人才产生离职意愿的影响力不大，医患关系与组织承诺呈正相关性，而组织承诺与离职意愿的关系表现为负相关。医学核心人才的人口学统计因素中，性别因素群组的统计不显著；学历群组的统计有显著性，表现为越高学历的组织承诺负荷越低；有行政职务的比无行政职务的医院核心人才在组织承诺与离职意愿的负荷力影响较低。%To explore the influence of doctor-patient relationship and organizational Commitment to the turnover intention of core human resources. Methods: Based on the empirical investigation and analysis, SEM model was set to test the fitness of the model by empirical data. Results and Conclusions: We found that doctor-patient relationship is not the primer factor that make doctor go away to another hospital. The doctor-patient relationship was positively correlated with organizational commitment, while organizational commitment and turnover intention relationship showed a negative correlation. Demographic factors on medical statistics core talents, the statistical gender groups was not significant. Statistics of educated groups was significant, the performance of the higher education organization committed to lower loads. The organizational commitment and turnover intention in core doctor who has administrative duties showed a lower load force affect than others.