上海交通大学学报（医学版）

上海交通大学学报（医学版）

• 论著（卫生事业管理） • 上一篇    下一篇

医学院及附属医院青年科研人员工作幸福感与职业发展调查

陈 玮1，朱军文2，项彦聪1，费 健1   

  1. 上海交通大学  1.医学院附属瑞金医院 人力资源处， 上海 200025； 2.高等教育研究院， 上海 200240
  • 出版日期:2013-09-28 发布日期:2013-09-29
  • 通讯作者: 费 健, 电子信箱: feijian@hotmail.com。
  • 作者简介:陈玮（1987—）， 女， 实习研究员， 学士; 电子信箱: violet_0724@hotmail.com。
  • 基金资助:

    上海交通大学文科科研创新项目（11QN12）

Investigations on career well-being and career development of young scientific researchers in medical college and affiliated hospital

CHEN Wei1, ZHU Jun-wen2, XIANG Yan-cong1, FEI Jian1   

  1. 1.Department of Human Resource, Ruijin Hospital, Shanghai Jiaotong University School of Medicine, Shanghai 200025, China; 2.Graduate School of Education, Shanghai Jiaotong University, Shanghai 200240, China
  • Online:2013-09-28 Published:2013-09-29
  • Supported by:

    Shanghai Jiaotong University Foundation, 11QN12

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摘要：

目的 调查影响科研人员工作幸福感的相关因素，对提高科研队伍建设水平和成效提出建议。方法 从上海交通大学医学院附属瑞金医院（n=58）、上海血液学研究所（n=33）、上海交通大学基础医学院（n=39）随机抽取31～45岁青年科研人员进行匿名问卷调查。问卷分别由工作幸福感认知与情绪体验量表两部分构成，其中工作幸福感认知维度共9个构面因素（包括报酬、职业发展、管理者、福利、奖励、工作程序、同事、工作本身及人际协调），情绪体验测量采用积极情感消极情感修订版
（PANAS-R）。同时，对上海血液学研究所的两名核心科研人员进行深度访谈。结果 青年科研人员的工作幸福感指数得分位于105~120分之间，均值为112.48分（满分124分），达到中等偏上水平；在报酬、福利、工作程序等方面得分较低。不同年龄层科研人员对职业发展、工作程序、管理者等方面的满意度比较差异均有统计学意义（P<0.05）。 对上海血液学研究所团队成员的深度访谈结果显示生活压力和工作压力都很大，但对工作均感到体面，有强烈的成就感和归属感。结论 应进一步合理薪酬分配制度，提高标准化范围薪酬水平，完善个性化激励体系，防止高层次科研人才流失。

关键词: 科研人员, 工作幸福感, 激励因素

Abstract:

Objective To investigate the related factors for career well-being among scientific researchers, and put forward suggestions for the construction of research team. Methods Young scientific researchers aged between 31 and 45 years were randomly selected for questionnaire survey from Ruijin Hospital affiliated to Shanghai Jiaotong University School of Medicine (n=58), Shanghai Institute of Hematology (n=33) and Basic Medical College of Shanghai Jiaotong University (n=39). The questionnaire was composed of career well-being recognition and mood experience scale. The career well-being recognition dimensions included salary,
career development, supervisor, welfare, reward, working procedure, colleague, task and interpersonal coordination, and Positive and Negative Affect ScheduleRevised (PANAS-R) was employed in mood experience test. Besides, in-depth interview was carried out in two core scientific researchers in Shanghai Institute of Hematology. Results The career well-being index of young scientific researchers ranged between 105 and 120, with the average of 112.48 (124 points in total). The scores of salary, welfare and working procedure were lower. There were significant differences in the degree of satisfaction towards career development, working
procedure and supervisor among different age groups (P<0.05). The in-depth interview of researchers in Shanghai Institute of Hematology revealed that both the living pressure and working pressure were high, while there was sense of dignity and achievement in working. Conclusion More reasonable salary distribution system should be established, and individualized incentive system should be constructed in order to prevent the outflow of talents.

Key words: scientific research personnel, work well-being, incentive factor