Research On Job Satisfaction Of Family Doctor Team Members In Tai’an City

BackgroundFamily doctors provide basic medical and health services to residents in a team form,which is known as the "gatekeeper" of community health.The job satisfaction of family doctor team members is the key to promote the development of family doctor contract service(FDCS)and improve residents’ health.However,at present,there are problems such as low pay,poor working environment and heavy work tasks in primary medical and health institutions,so family doctors have low job satisfaction.Paying attention to the job satisfaction of family doctor team members is of great significance for improving the quality of primary medical services and promoting the implementation of hierarchical diagnosis and treatment system.ObjectiveTo investigate the job satisfaction of family doctor team members in Tai’an City.To discusses the factors that may affect family doctor team members’ job satisfaction based on the two-factor theory,and then puts forward the suggestions to improve the job satisfaction of family doctor team members.MethodsThe data of this study were derived from the National Natural Science Foundation of China:Optimizing design and strategy of family doctor contract service from the perspective of behavioral economics:an empirical study on urban-rural supply and demand(71974118).This study was carried out in Tai’an City,Shandong Province in August 2020,and 20 towns(subdistricts)were randomly selected from 6 counties(cities/districts)of Tai’an City by multistage stratified cluster random sampling method to investigate the medical staff on duty in primary medical and health institutions on that day.761 family doctor team members were included in this study.Self-designed questionnaire was used,including personal characteristics,work conditions,job satisfaction,etc.,and job satisfaction index was used to measure job satisfaction.EpiData 3.1 was used to establish the database,SPSS 25.0 was used for statistical analysis,the basic information was descriptive analysis,χ2 test,t test and analysis of variance were used for single factor analysis of job satisfaction.Multiple linear step-by-step regression analysis and binary logistic regression analysis were used for multivariate analysis of job satisfaction,and the test level was 0.05.ResultsThe results of this study showed that the score of job satisfaction of family doctor team members in Tai ’an City was 18.65±5.44 points.From the perspective of 6 dimensions,the satisfaction of colleague relationship was the highest,and the satisfaction of job income was the lowest.The job satisfaction of family doctors in community health service center/township health center was higher than that in subordinate institutions(referring to community health service station/village clinic)(19.38±5.14 points vs 18.38±5.52 points)(P<0.05).The results of multi-factor analysis showed that professional background(B=2.289,P=0.030)was the factor affecting the job satisfaction of family doctor team members in community health service center/township health center,and the job satisfaction of family doctor team members in other specialties was higher than that in clinical medicine.Health status(B=1.222,P=0.009)was the factor affecting the job satisfaction of family doctor team members in subordinate institutions,and the job satisfaction of family doctor team members with good health was higher than that of family doctor team members with poor health.Among the motivating factors,occupational identity(B=1.911,P=0.007;B=1.691,P=0.008;B=2.120,P=0.007)was the common factor affecting the job satisfaction of the family doctor team members of the two levels institutions.The job satisfaction of the family doctor team members with average and high professional identity was higher than that with low professional identity.Social status(B=1.586,P=0.025)and social value(B=1.596,P=0.011)were influencing factors of job satisfaction of family doctors in subordinate institutions.Compared with the past,those with improved social status and higher self-rated social value had higher job satisfaction than those without improved social status and lower self-rated social value.Among the health factors,social support(B=1.635,P=0.029;B=1.170,P=0.030)was the common factor affecting the job satisfaction of the family doctor team members in the two levels institutions.The job satisfaction of the team members with high level of social support was higher than that of the low/medium social supporters.The matching degree of income and workload(B=1.517,P=0.039)was the influential factor for the job satisfaction of family doctor team members in community health service center/township health center.The family doctor team members with average matching degree of income and workload had higher job satisfaction than those with unequal income and workload.Conclusions and suggestionsThe main conclusions of the study include:the job satisfaction of the family doctor team members in Tai’an city was at the average level,the colleague relationship satisfaction was relatively high,and the job income satisfaction was relatively low.There were differences in the job satisfaction of family doctor team members in institutions of different levels,and the job satisfaction of family doctor team members in community health service centers/township health centers was higher than that in subordinate institutions.Among the motivating factors,professional identity was the common influencing factor of family doctor team members’ job satisfaction in the two levels institutions,and social status and social value were the influencing factors of family doctor team members’ job satisfaction in subordinate institutions.Among the health care factors,social support was the common influencing factor of family doctor team members’ job satisfaction in the two levels institutions,and the matching degree of income and workload was the influencing factor of family doctor team members’ job satisfaction in community health service center/township health center.Suggestions are as follows:(1)Pay more attention to family doctor team members in community health service stations/village clinics;(2)Improve the social status of family doctor team members and strengthen their professional identity;(3)Deepen the concept of health"gatekeeper" and improve the social value of family doctor team members;(4)Help family doctor team members to establish continuous and stable social support;(5)Improve the salary of family doctor team members and increase the matching degree between income and workload.