Nghiên cứu động lực làm việc của nhân viên y tế tại Bệnh viện Đa khoa Quốc tế Vinmec Times city, Hà Nội năm 2024 và một số yếu tố liên quan=Study of work motivation of medical staff at Vinmec Times City Hospital, Hanoi in 2024 and some related factors

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Tác giả: Thị Thu Giáp, Lê Trà Nguyễn, Quốc Thắng Nguyễn, Tuấn Đạt Nguyễn, Văn Khiển Nguyễn, Thị Phương Lan Trần, Việt Dũng Trương

Ngôn ngữ: vie

Ký hiệu phân loại:

Thông tin xuất bản: Y học cộng đồng, 2024

Mô tả vật lý: tr.152-158

Bộ sưu tập: Metadata

ID: 242626

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Mô tả động lực làm việc của nhân viên y tế tại một số khoa lâm sàng, Bệnh viện Đa khoa quốc tế Vinmec Times City, Hà Nội năm 2024 và phân tích một số yếu tố liên quan. Đối tượng và phương pháp nghiên cứu: Nghiên cứu mô tả cắt ngang được tiến hành trên 288 bác sỹ làm việc tại Bệnh viện Đa khoa quốc tế Vinmec Times City. Số liệu được thu thập bằng bộ câu hỏi tự điền sử dụng thang điểm Likert 5 mức độ. Kết quả: Điểm trung bình chung của các yếu tố động lực làm việc là 4,04 điểm (tối đa là 5 điểm). Điểm về bản chất công việc cao nhất (trung bình 4,17 điểm) và thấp nhất là động lực từ sự thừa nhận thành tích (trung bình 3,85 điểm). Nhóm nhân viên y tế hài lòng về chính sách và chế độ quản trị có động lực làm việc tốt cao hơn rõ rệt đối tượng nhân viên y tế chưa hài lòng về chính sách và chế độ quản trị (PR = 2,01
p = 0,001). Đối tượng nhân viên y tế hài lòng về công tác quản lý và giám sát công việc, tỷ lệ có động lực làm việc tốt cao hơn so với đối tượng nhân viên y tế chưa hài lòng về công tác quản lý và giám sát công việc (PR = 1,32
p = 0,001). Đối tượng nhân viên y tế có thái độ tích cực về các góp ý cho bệnh viện có động lực làm việc tốt cao hơn so với đối tượng nhân viên y tế có thái độ tiêu cực về các góp ý cho bệnh viện (PR = 1,69
p = 0,001). Kết luận: Tỷ lệ nhân viên có động lực làm việc tốt khá cao. Các yếu tố liên quan có ý nghĩa thống kê đến động lực làm việc bao gồm: hài lòng với chế độ quản lý của bệnh viện, thái độ tích cực với công tác quản lý, đáp ứng nguyện vọng và quyền lợi cá nhân (lương, thưởng, chế độ phúc lợi). Trình độ chuyên môn, nghề nghiệp và thái độ tích cực về các góp ý cho bệnh viện cũng liên quan đến động lực làm việc của nhân viên.To describe the working motivation of medical staff at various clinical departments of Vinmec Times City International General Hospital, Hanoi, in 2024 and to analyze related factors. Research objects and methods: Data were collected from 288 doctors working at the hospital using cross-sectional descriptive method and a self-completed questionnaire with a 5-level Likert scale. Results: The overall average score of medical staff with good work motivation is 4,04 (maxiumum score of 5). The highest score was for the nature of work (average 4.17 points), while the lowest score was for motivation from recognition of achievements (average 3.85). Medical staff who are satisfied with the policy and administration regime have a significantly higher level of good motivation compared to those who are not satisfied (OR = 2.01
p= 0.001). Similarly, medical staff satisfied with work management and supervision have a higher rate of good motivation than those who are not satisfied (OR = 1.32
p= 0.001). Additionally, medical staff with positive attitudes about hospital suggestions show higher motivation levels than those with negative attitudes (OR = 1.69
p= 0.001). Conclusion: The percentage of employees with high work motivation is quite substantial. Factors significantly related to work motivation include satisfaction with the hospital's management regime, positive attitudes towards management, and alignment with personal aspirations and benefits (salary, bonuses, and welfare). Professional qualifications, career development opportunities, and a positive attitude towards providing feedback to the hospital are also related to employee motivation.

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