引用本文:张国帅,丁 政*,南兴建,朱 靖,方 超.[cn_title][J].[journal_cn_name],2022,[volume]([issue]):1146-1149.[点击复制]
ZHANG Guoshuai,DING Zheng*,NAN Xingjian,ZHU Jing,FANG Chao.[en_title][J].[journal_en_name],2022,[volume]([issue]):1146-1149.[点击复制]
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某医院高学历人才人格因素与性别、岗位、职称的相关性研究△
张国帅,丁 政*,南兴建,朱 靖,方 超
0
(南京市江宁医院人事处;党委;医务处;中心实验室)
摘要:
目的:了解医院硕士及以上学历人才的卡特尔16种人格因素问卷(16PF)得分现状;分析不同性别、岗位、职称人才的得分差异。方法:2021年1月—7月,以16PF量表评价某医院2012年-2021年入职的硕士及以上学历人员的人格特征;分析研究对象不同性别、年龄、职称、岗位等的得分差异。结果:合计纳入300名调查对象。女性的乐群性、敏感性、忧虑性评分高于男性,男性的恃强性、怀疑性评分高于女性;医疗岗位人员的聪慧性评分高于非医疗岗位人员;高级职称人员的恃强性、敢为性评分高于中级职称和初级职称人员,敏感性评分低于中级职称人员。结论:该院硕士及以上学历人才的人格因素在不同性别、岗位、职称等方面呈现出一定差异,提示在医院后续的人才管理工作中,应当根据人才人格特征和职业发展实际调整并完善人才管理策略。
关键词:  硕士及以上人才  16PF  性别  岗位  职称
DOI:
基金项目:2020年度江苏省医院管理创新研究课题重点课题(JSYGY-2-2020-462)
Research on the Correlation between Personality Factors and Gender,Position and Professional Title of High Educated Talents in a Certain Hospital△
ZHANG Guoshuai,DING Zheng*,NAN Xingjian,ZHU Jing,FANG Chao
(Hunman Resource Department,Nanjing Jiangning Hospital;Party Committee;Medical Department;Central Laboratory)
Abstract:
Objective:To understand the current score of the 16 Personality Factors Questionnaire(16PF)for talents with a master’s degree or above in the hospital. Toanalyze the differences in the scores of talents with different genders,positions and professional titles. Methods:From January to July 2021,the census will be used to include those with a master’s degree or above who have joined the workforce from 2012 to 2021 in a certain hospital,to analyze the differences in the scores of different genders,ages,professional titles,positions,etc. of the research objects. Results:A total of 300 respondents were included in the survey. According to the scale scores,females’ scores of gregariousness,sensitivity and anxiety are higher than males’,males’ assertiveness and skepticism scores are higher than females’. Medical staff’s intelligence score is higher than non-medical staff,the scores of assertiveness and daring of senior professional titles are higher than those of intermediate and junior professional titles,and the sensitivity scores are lower than those of intermediate professional titles. Conclusion:The personality factors of talents with master’s degree or above in this hospital show certain differences in different genders,positions,professional titles,etc. It is suggested that in the follow-up talent management work of the hospital,the talent management strategy should be adjusted and perfected according to the personality characteristics and career development of the talents.
Key words:  Master’s Degree and Above  16PF  Gender  Position  Title

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