Empirical Study Of The Influence Of Clinicians’ Value Tacit Knowledge On Their Job Performance

Objective The purpose of this study is to understand the present situation of cliniciansvalue tacit knowledge and job performance of three level-three general hospitals inTangshan and the difference between different demographic variables and to explore therelationship between clinician value tacit knowledge and job performance.Methods Applying the method of literature research and expert interviews preparedclinicians value tacit knowledge scale, job performance scale and a general informationquestionnaire.300clinicians of three level-three general hospitals in Tangshan werechosen in a random coded sampling to complete questionnaires. The clinicians value tacitknowledge scale and job performance scale are analyzed by descriptive statisticalanalysis and single factor variance analysis. The job performance of each dimension asthe dependent variable, values tacit knowledge dimensions as independent variables formultivariate analysis to investigate the impact of vaules tacit knowledge on jobperformance each dimensions.Results:1Doing thing successfully belief of male were higher than that of female withstatistic significance(t=2.185，P<0.05).2Older clinicians task performance level higherthan that younger clinicians with statistic significance (P<0.01).3Master groups inpersonal beliefs, knowing capacity and development goals, driving force and motivationhigher than that of undergraduate groups with statistic significance(P<0.05); Mastergroups in task performance and interpersonal performance level higher than thatundergraduate group with statistic significance (P<0.05).4Working more than20yearsof clinicians in driving force and motivation to work less than that5years and16to20years clinicians with statistic significance (P<0.05); Clinicians working life-long in taskperformance and work and dedication higher than that short working life with statisticsignificance (P<0.05).5High title clinicians task performance level higher than low titleclinicians with statistic significance (P<0.01).6Posts clinicians in various dimensions oftheir job performance higher than that no duties clinicians with statistic significance(P<0.01).7Age, working time, position and driving force and motivation for taskperformance has a positive influence (F=3.820，P<0.001), and task performance can be explained23.9%of the total variance(R2=0.239).8Working time, position, drivingforce and knowing capacity and development goals for work dedication has a positiveinfluence (F=6.248,P<0.001), and task performance can be explained27.4%of the total variance(R2=0.274).9Position and driving force for interpersonal promotion has apositive influence (F=4.393，P<0.001), and interpersonal promotion can be explained18.8%of the total variance(R2=0.188).Conclusion:1Clinicians perceived their value tacit knowledge and job performance asthe middle level, but the score of the driving force motivation and task performance arelowest.2The effects of most demographic variables on clinicians’ value tacit knowledgeand job performance were significant. Particularly age, working time and positioninfluence the clinicians’ job performance most significantly.3The correlations betweenclinicians’ value tacit knowledge and job performance were positively significant.Particularly personal beliefs, knowing capacity and development goals and driving forcemotivation were positively significant correlated with task performance, work dedicationand interpersonal promotion.4The value tacit knowledge is the main factors thatinfluence clinicians’ job performance; the key factor to improve the clinicians’ jobperformance is to improve driving force motivation and knowing capacity anddevelopment goals.