Objective To describe and analyze the development status and the employees job satisfaction of community health service (CHS) centers under the medical alliance model, explore the hidden problem of the development of CHS and put forward optimal suggestions. Method A total of 50 CHS centers of Longhua New District and employees job satisfaction were surveyed. Descriptive study, Chi-square test and Spearman correlation analysis were used in the research.Result There were significant differences in the age, professional title of the medical workers and the outpatient amount between the community and the hospital (P<0.05), 77.49％ of the respondents supported the medical alliance model, the CHS centers employees overall job satisfaction was satisfactory,eight indicators, such as wages, were positively correlated with overall satisfaction.Conclusion The government should further strengthen social health expert services and open a green channel for medical resources between the hospital and CHS, set up "Internet +" of medical information platform, build the "1 + N" regional CHS center management framework, in orderi to improve the outpatient amount and medical quality of CHS ;improve the evaluation index system of employee satisfaction and carry out the homogeneity of medical staff management , to ensure the improvement of employee satisfaction under the medical alliance model.%目的 描述和分析"医联体"模式下社区健康服务中心(社康中心)发展现状及员工工作满意度,探索社康在医院直管模式下发展所存在的隐形问题并提出优化建议.方法 对深圳龙华新区"医联体"模式下51家社康中心基本情况和员工工作满意度进行调查,采用描述性分析、卡方检验和Spearman相关分析等方法对数据进行统计分析.结果 社康中心员工年龄、职称及社康-医院门诊量差异有显著性(P<0.05);77.49％受访员工表示支持目前的"医联体"模式,社康医务人员总体工作满意度属于满意,工资水平等八个指标与总体满意度呈正相关.结论 政府应采取强化社康专家服务,开通医院-社康医疗资源流动绿色通道,建立医联体"互联网+"信息平台,构建"1+N"区域性社康中心管理框架等措施提高社康门诊量及质量;完善员工满意度评价指标体系,实行社康员工同质化管理,切实保证"医联体"模式下员工工作满意度的提升.
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