| Object : The aim of the article is to understand the status quo of the competency of the director of department in the Chinese People's Armed Police Force Hospital(PAPH).Based on the survey data,by putting forward suggestions and measures to improve the capacity of the director,so as to guarantee and improve the combat effectiveness of the troops?Method:In this study,the random cluster sampling method was used.We extracted 247 department headers who came from Beijing,Shanxi,Hebei,Jilin,Sichuan and Shanghai in six regional PAPH as the objects for study.Homemade " the competency questionnaire of department director in PAPH ",conducted a questionnaire survey to evaluate the competency level of the department director of PAPH.SPSS 21.0 statistical software package was applied for data collation and analysis.Measurement data description used M(P25,P75),while the count data was described with percentage,rate,and composition ratio(%).Comparison between groups used nonparametric independent sample K-test and U-test,etc.Analysis of influencing factors used multiple linear regression analysis.Inspection level ? was to take 0.05.Result:1 The total competency score of the department director in PAPH was 8.64(8.50,8.82)In each dimension,management ability and skills score was 9.00(8.60,9.00),construction and development score of department was 9.00(8.33,9.00),goal pursuit and innovation dimension evaluation score was 8.75(8.50,9.00),personal trait dimension evaluation score was 9.00(8.50,9.00),interpersonal relationships dimension evaluation score was 9.00(9.00,9.00),job traits and military literacy dimension evaluation score was 8.17(7.83,8.50).Military health service research,policy learning,service grassroots level are the three lowest ones,their scores were as follows:7.00(6.00,8.00),8.00(6.00,8.00),8.00(8.00,8.00).2 A single factor analysis of the competency of the department director in PAPH2.1 Age In the low age group,the competency evaluation of the director of the department was scored as 8.59(8.45,8.86);in the middle age group,the score was 8.68(8.55,8.77),and in the high age group,the score was 8.73(8.64,8.82)." Management ability and skills "(?2 = 11.298,P = 0.004)and " goal pursuit and innovation "(?2 = 11.049,P = 0.004),the two dimensions' scores were different among the three age groups.The difference was statistically significant.2.2 Gender In the male group,the competency evaluation of the department director was scored as 8.68(8.56,8.82),and in the female group,the score was 8.64(8.45,8.73).The difference of the competency evaluation score of the department director was statistically significant between the different sex groups(Z=-2.224,P=0.026),and construction and development score of department was also statistically significant(Z =-4.142,P = 0.000).2.3 Education level In the undergraduate group,the competency evaluation of the department director was scored as 8.59(8.45,8.77),and in the master and doctoral group,the score was 8.73(8.64,8.91).Rating difference was statistically significant(Z =-3.802,P = 0.000).In addition,among management ability and skills(Z =-3.062,P = 0.002),construction and development(Z=-5.450,P=0.000),personal characteristics(Z=-4.796,P = 0.000),personal characteristics(Z=-3.393,P=0.001)interpersonal relationships(Z=-2.621,P=0.009),the differences were statistically significant.2.4 Tenure In short term group,the competency evaluation of the department director was scored as 8.55(7.45,9.45),in middle term group,the score was 8.64(8.50,8.68),in long term group,the score was 8.77(8.59,8.82),as well as the score was 8.65(8.45,8.86)in the longest term group.Rating difference was statistically significant at different terms(?2=34.467,P=0.000).In addition,among management ability and skills(?2=23.625,P=0.000),personal characteristics(?2=21.070,P=0.000),interpersonal relationships(?2=16.200,P=0.001),job characteristics and literacy dimensions(?2=31.744,P=0.000),the differences were statistically significant of all.2.5 Department category The chief of the internal medicine department's evaluation score was 8.64(8.45,8.73),the surgical group score was 8.68(8.59,8.82),the medical team score was 8.59(8.14,8.73),and the other group score was 8.68(8.64,8.77).Rating difference was statistically significant at different Department categorys(?2=15.804,P=0.001).In addition,among management ability and skills(?2=21.857,P=0.000),construction and development score of department(?2=9.421,P=0.024),target pursuit and innovation(?2 = 47.506,P = 0.000),personal characteristics(?2=30.708,P=0.000),the differences were also statistically significant.2.6 Hospital grade In a third-grade class-A hospital,the chief of the department's evaluation score was 8.68(8.50,8.82);and in a third-grade class-B hospital,the score was8.59(8.50,8.70).Among construction and development score of department(Z=-3.911,P=0.000),target pursuit and innovation(Z=-2.513,P=0.012),rating difference was statistically significant at different class hospitals.2.7 Department honor In the provincial honor group,the competency evaluation score of the department chief was 8.77(8.59,8.82),the city honor group's score was 8.73(8.55,8.82),the other honor group score was 8.64(8.45,8.68),the difference was statistically significant among different levels of honor groups(?2=18.164,P=0.000).Furthermore,among management ability and skills(?2=6.684,P=0.035),target pursuit and innovation(?2=14.894,P=0.001),personal characteristics(?2=8.674,P=0.013),interpersonal relationship(?2=8.571,P=0.014),job characteristics and military literacy(?2 = 6.759,P =0.034),the differences were also statistically significant.3 Multivariate analysis of the competency of the department director in PAPH Multiple linear regression analysis showed that gender,education and Length of service were the predictors of the post competency.The normalized trend regression numbers were 0.156,0.289 and 0.359 respectively.The model was analyzed by variance(F = 11.518,P = 0.000),which was statistically significant.Conclusion:1 In the Chinese People's Armed Police Force Hospital,the competeny of the department director is fairly good as a whole.2 The level of competency is low in Job characteristics and military literacy dimension,which must be further enhanced to meet the new requirements of the Armed Police Force hospital's mission.3 The main influencing factors of the competency of the department director in the Chinese People's Armed Police Force Hospital are education,gender,and tenure of service. |
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