Study On The Impact Of Personal Organization Fit And Job Satisfaction Of Family Doctors

With the deepening reform of medical system,it is necessary to improve the basic health system and the general practitioner team,extend the contract service of family doctors and keep them play the role of the health keepers in order to achieve the classification of diagnosis and treatment in order to effectively solve the "difficulty" and "expensive" problem.It is hold that two initiatives are critical to the successful implementation of the contract services: On one hand,it is necessary to encourage the participation of community residents to participate in signing the contract;on the other hand,we should generate the enthusiasm of family doctors in signing contracts.This paper argues that professional satisfaction and job fit are the two key elements to solve the problem of how to effectively generate the enthusiasm of family doctors.In this paper,we researched the relationship between family doctor's personal-organization fit and job satisfaction.Through questionnaire survey,field interview and data analysis,we obtained understanding of the current condition of family doctor's personal-organization fit and job satisfaction,and the relationship between family doctor's personal-organization fit and job satisfaction in the city of Nanchang.Based on the analytical results,we put forward corresponding suggestions on how to improve family doctor's job satisfaction.We conducted the following researches and obtained the relevant conclusions:Firstly,we designed the family doctor's personal-organization fit measurement model,the job satisfaction measurement model and the questionnaire for family doctor's personal-organization fit and job satisfaction in Nanchang through literature studies,field interviews,personal-organization fit and job satisfaction theories.Secondly,we conducted a questionnaire survey among the family doctor team members in Nanchang community health service center.Through the descriptive analysis of the questionnaire data,we found that the fitness and satisfaction degree of the family doctors in Nanchang were on the middle level.But family doctors were not satisfied with their demand for work return and other needs.Thirdly,we utilized SPSS to analyze the questionnaire data and tested the reliability and validity of the questionnaire through Cronbach coefficient and factor analysis.Through two-variable correlation analysis,we found that there was a significant positive correlation between th dimensions of personal-organization fit and job satisfaction.The results verified the applicability of personal-organization fit and job satisfaction measurement model in family doctors.Through the regression analysis of four dimensions of personal-organization fit degree and job satisfaction of family doctors,we found that the development fit and demand fit of family doctors have great influence on their job satisfaction.In this paper,we make the following conclusions: first,the correlation between demand fit,value fit and fit degree is relatively significant;second,the correlation between job reward and job satisfaction is relatively substantial;third,there is a positive correlation between the degree of personal organization fit and the job satisfaction of the family doctor;fourth,the value fit,the development fit and the demand fit have great influence on the job satisfaction of the family doctor.Finally,according to the result of data analysis,we propose corresponding improvement measures.In the process of signing service,improvement on the job satisfaction of family doctors could be obtained from three aspects: the value agreement between family doctors and their organizations,the return of the work and the development of the work.It can be more specifically demonstrated from the following perspectives: to improve the value identification and strengthen the cognitive learning of the signing service,to improve the incentive means and the performance appraisal system,to strengthen the training of talents and provide a good opportunity for professional development.