目的 探讨医务人员职业倦怠与离职倾向的相关性,为制定人事管理策略提供参考.方法 采用职业倦怠量表通用版(MBI-GS)和离职倾向量表对三甲综合医院医务人员进行问卷调查.结果 共调查医务人员2 195人,在职业倦怠总分方面,不同性别、年龄、学历、婚姻状况、职称、用工形式、工作年限者,差异均有统计学意义(均P＜ 0.05);在离职倾向方面,不同性别、年龄、婚姻状况、职称、用工形式、工作年限者,差异均有统计学意义(均P＜ 0.05);职业倦怠和离职倾向之间呈显著正相关,离职倾向随着职业倦怠水平的增加而上升.结论 应建立针对性的激励机制,降低医务人员职业倦怠水平,减少其离职倾向,构建高稳定的医务人员队伍.%Objective To explore the correlation between job burnout and turnover tendency of medical staff,and to provide some references for the formulation of personnel management strategy.Methods The general version of the Job Burnout Scale (MBI-GS) and the Turnover Tendency Scale were used to conduct a questionnaire survey on medical staff of a third-grade class-A general hospital.Results A total of 2 195 medical staff were surveyed.The were statistical differences in the total score of job burnout and in turnover tendency between the staff with different genders,ages,education levels,marital statuses,job titles,employment forms,and working years (P＜0.05).The job burnout positively correlated with turnover tendency,and the turnover tendency increased with the increase of the job burnout level.Conclusions Targeted incentive mechanism should be established to reduce the level of job burnout of medical staff and their tendency to leave,so as to build a team with high and stable medical staff.
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