Tài liệu Các nhân tố ảnh hưởng đến sự hài lòng và lòng trung thành của nhân viên làm việc tại các cơ sở y tế công lập trên địa bàn tỉnh lâm đồng

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In addition, the study also looked at the impact of ³job satisfaction´ on the ³health workers¶V OR\DOW\´. The research process is conducted through two stages: preliminary research and formal research. Through the study of theoretical backgrounds and referencing to previous studies, particularly, basing on selectively research models of some authors, author forms the preliminary research model and theoretical hypotheses. The resulf of research show that: working conditions, wages, empowerment; training, excitement, welfare, colleagues trust, promotion opportunities, superior trust and respect have a significant impact positively on the job satisfaction of employees working in departments of public health in Lam Dong province. Among them, the degree of respect was the strongest impact (0.370) followed by training (0.3337); empowerment (0.328); excitement (0.323); welfare (0,294;) wages (0.291); colleagues trust (0,290); working conditions (0.276); promotion opportunities (0.242) and superior trust (0.235). In addition, satisfaction was found a significant positive effect on the loyalty of health workers (0.64). The results of this study support previous studies of Authors in the same field as: Tran Kim Dung, 2005; Le Nguyen Doan Khoi & Do Huu Nghi, 2014; Nguyen Thi Ngoc Diem, 2016; Jun, Cai & Shin, 2006; He et al., 2010; Chau Tuan Huy, 2008; ... In addition, the results of the difference analysis show that no difference significantly in the satisfaction and loyalty of the employees between the ³male´ and ³female´ groups. There is significant difference in employee Satisfaction between the ³Doctors/Pharmacists´ and the ³1XUVHV 3K\VLFLDQV´ while that for loyalty is not. In addition, there is a difference in employee satisfaction with academic level, although that for loyalty is not. In addition, there is no difference in employee satisfaction and loyalty by workingplaces. Based on the results of the study, the author discusses and compares the results with related studies and gives some management implications based on the research results. ii /Ӡ,&$0Ĉ2$1 7{L [LQ FDP ÿRDQ ³/XұQ YăQ WӕW QJKLӋS Qj\ Oj F{QJ WUuQK QJKLrQ FӭX FӫD Fi QKkQW{LÿѭӧFWKӵFKLӋQGѭӟLVӵKӛWUӧKѭӟQJGүQWӯWKҫ\ 1JX\ӉQ7KjQK/RQJ Các VӕOLӋXWURQJOXұQYăQOjWUXQJWKӵFFiFQKұQ[pWYjÿӅ[XҩWGӵDWUrQNӃWTXҧSKkQWtFK WKӵFWӃYjNLQKQJKLӋPFKѭDWӯQJÿѭӧFF{QJEӕGѭӟLEҩWFӭKuQKWKӭFQjRWUѭӟFNKL ÿѭӧFEҧRYӋYjF{QJQKұQEӣL+ӝLÿӗQJÿiQKJLiOXұQYăQWӕWQJKLӋSWUuQKÿӝThҥFVƭ FӫD7UѭӡQJĈҥLKӑF%iFKNKRDWKjQKSKӕ+ӗ&Kt0LQK´ 7iFJLҧFDPÿRDQ v 0Ө&/Ө& LӠI CҦ0Ѫ1 .................................................................................................................. i LӠ,&$0Ĉ2$1 ........................................................................................................... ii TÓM TҲT...................................................................................................................... iii ABSTRACT .................................................................................................................. iv DANH MӨC CÁC HÌNH ........................................................................................... viii DANH MӨC CÁC BҦNG ............................................................................................ ix DANH MӨC TӮ VIӂT TҲT ..........................................................................................x &+ѬѪ1*. GIӞI THIӊU .............................................................................................1 /êGRKuQKWKjQKÿӅ tài.......................................................................................1 1.2. Mөc tiêu nghiên cӭu............................................................................................4 1.3. Phҥm vi nghiên cӭu. ............................................................................................4 ĈӕLWѭӧng nghiên cӭu..........................................................................................4 3KѭѫQJSKiSQJKLrQFӭu....................................................................................4 1.6. Ý QJKƭDWKӵc tiӉn cӫDÿӅ tài. ...............................................................................5 1.7. Bӕ cөFÿӅ tài. ........................................................................................................5 &+ѬѪ1*&Ѫ6Ӣ LÝ THUYӂT ................................................................................7 2.1. Giӟi thiӋu vӅ khu vӵc y tӃ công tӍQK/kPĈӗng. ..............................................7 2.1.1. V͉ b͡ máy t͝ chͱc. ....................................................................................7 2.1.2. Th͹c tr̩ng ngu͛n nhân l͹c y t͇ t͑QK/kPĈ͛ng. ...................................8 2.2. Sӵ hài lòng/thӓa mãn cӫa nhân viên. ................................................................9 2.2.1. Khái ni͏m s͹ hài lòng/th͗a mãn cͯa nhân viên. .........................................9 2.2.2. M͡t s͙ lý thuy͇t v͉ s͹ hài lòng cͯa nhân viên. ..........................................10 2.2.3. Các nhân t͙ ̫QKK˱ͧQJÿ͇n s͹ KjLOzQJQKkQYLrQWK˱ͥng g̿p. .............13 2.2.4. Lòng trung thành cͯa nhân viên y t͇. ........................................................20 2.3. Tәng quan các nghiên cӭXWUѭӟc. ....................................................................21 2.2.1. Các nghiên cͱXWURQJQ˱ͣc. ...................................................................21 2.2.2. Các nghiên cͱXQ˱ͣc ngoài. ..................................................................24 2.4. Giҧ thuyӃt và mô hình nghiên cӭu ..................................................................28 2.4.1. Các gi̫ thuy͇t nghiên cͱu. .....................................................................28 2.4.2. Mô hình nghiên cͱXÿ͉ xṷt. .................................................................35 KӂT LUҰ1&+ѬѪ1* .........................................................................................37 vi &+ѬѪ1*3+ѬѪ1*3+È31*+,Ç1&ӬU...........................................................38 3.1. Quy trình nghiên cӭu. .......................................................................................38 3KѭѫQJSKiS thu thұp dӳ liӋu và cӥ mүu. .....................................................39 3KѭѫQJSKiSSKkQWtFKGӳ liӋu........................................................................40 3.3.1. Phân tích h͏ s͙ tin c̵\&URQEDFK¶V$OSKD ................................................40 3.3.2. Phân tích nhân t͙ khám phá EFA. .............................................................41 3KkQWtFKW˱˯QJTXDQYjK͛i quy b͡i..........................................................44 3.3.4. Ki͋Pÿ͓nh s͹ khác bi͏t. ...............................................................................45 7KDQJÿRVӱ dөng trong nghiên cӭu. ..............................................................45 3.5. KӃt quҧ nghiên cӭXVѫEӝ .................................................................................49 3.5.1. Nghiên cͱXÿ͓QKWtQKV˯E͡ .........................................................................49 3.5.2. Nghiên cͱXÿ͓QKO˱ͫQJV˯E͡......................................................................50 KӂT LUҰ1&+ѬѪ1* .........................................................................................50 &+ѬѪ1*.ӂT QUҦ NGHIÊN CӬU .....................................................................51 4.1. Làm sҥch dӳ liӋu. ..............................................................................................51 4.2. Thӕng kê mô tҧ. .................................................................................................51 4.3. KiӇPÿӏQKWKDQJÿR ..........................................................................................54 4.3.1. Ĉ͡ tin c̵y cͯDWKDQJÿRO̯n 1......................................................................54 4.3.2. Phân tích nhân t͙ khám phá (EFA) vͣi các bi͇Qÿ͡c l̵p. ........................55 4.3.3. Phân tích nhân t͙ khám phá (EFA) vͣi các bi͇n phͭ thu͡c.....................58 3KkQWtFKWѭѫQJTXDQ.......................................................................................61 4.5. KiӇPÿӏnh giҧ thuyӃt.........................................................................................62 4.6. Phân tích sӵ khác biӋt. ......................................................................................67 4.6.1. Ki͋m tra trung bình cͯa t͝ng th͋. ...............................................................67 4.6.2. Ki͋Pÿ͓nh s͹ khác bi͏t giͷa nhi͉XQKyPÿ͡c l̵p......................................71 4.7. Thҧo luұn. ..........................................................................................................75 4.7.1 So sánh vͣi các nghiên cͱXWU˱ͣFÿk\ ........................................................75 4.7.2 Hàm ý qu̫n lý. ..............................................................................................79 KӂT LUҰ1&+ѬѪ1* .........................................................................................84 &+ѬѪ1*.ӂT LUҰN .............................................................................................85 5.1. Tóm tҳt. ..............................................................................................................85 5.2. 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ĈӕLWѭӧng nghiên cӭu. ĈӕL Wѭӧng cӫa nghiên cӭu này là các yӃu tӕ ҧQK KѭӣQJ ÿӃn sӵ hài lòng và lòng trung thành cӫa nhân viên làm viӋc tҥL FiF Fѫ Vӣ y tӃ công lұS WUrQ ÿӏa bàn tӍnh Lâm Ĉӗng. ĈӕLWѭӧng khҧRViWOjÿӝLQJNJ nhân viên y tӃ (g͛m 2 nhóm ÿ͙LW˱ͫng, nhóm 1: bác VƭG˱ͫFVƭ; nhóm 2: \VƭÿL͉XG˱ͩng, y tá) ÿDQJOjPYLӋc tҥi các FѫVӣ y tӃ công lұp trên ÿӏa bàn tӍnh Lâm Ĉӗng. 3KѭѫQJSKiSQJKLrQFӭu. 1JKLrQFӭXQj\ÿѭӧFWLӃQKjQKTXDKDLJLDLÿRҥQ - *LDLÿRҥQ1: 1JKLrQFӭXVѫEӝEҵQJSKѭѫQJSKiSÿӏQKWtQKQKҵP ÿLӅXFKӍQKcác ELӃQWURQJWKDQJÿR[k\GӵQJ EҧQJFkXKӓLFKtQKWKӭFSKөFYөQJKLrQFӭXÿӏQKOѭӧQJ. - *LDLÿRҥQ2: 1JKLrQFӭXFKtQKWKӭFÿѭӧFWKӵFKLӋQEҵQJSKѭѫQJSKiSQJKLrQFӭX ÿӏQK OѭӧQJQKҵP ÿiQK JLi OҥL FiF WKDQJ ÿR Yj NLӇP ÿӏQK FiF JLҧ WKX\ӃW WURQJ P{ KuQK 5 QJKLrQFӭXWK{QJTXDEҧQJFkXKӓLNKҧRViW'ӳOLӋXWKXWKұSVӁÿѭӧFNLӇPÿӏQKÿӝJLi WUӏÿӝWLQFұ\SKkQWtFKQKkQWӕSKkQWtFKWѭѫQJTXDQSKkQWtFKKӗLTX\ÿDELӃQ«EҵQJ SKҫQPӅPKӛWUӧ6366 1.6. Ý QJKƭDWKӵc tiӉn cӫDÿӅ tài. Nghiên cӭu này giúp kiӇm chӭng các yӃu tӕ ҧQK KѭӣQJ ÿӃn sӵ hài lòng và lòng trung thành cӫa nhân viên làm viӋc tҥL FiF Fѫ Vӣ y tӃ công lұS WUrQ ÿӏa bàn tӍnh Lâm Ĉӗng. Dӵa vào mô hình nghiên cӭu tӯ lý thuyӃWÿӗng thӡi nghiên cӭXQj\ÿѭӧc kǤ vӑng là nguӗn tài liӋu tham khҧo hӳu ích cho các nhà quҧn lý và quҧn trӏ hoҥFK ÿӏnh chiӃn Oѭӧc phát triӇn nguӗn nhân lӵc y tӃ ÿӏDSKѭѫQJJySSKҫn nâng cao chҩWOѭӧng dӏch vө y tӃ vӟLQJѭӡi dân dӵa trên sӵ hài lòng và lòng trung thành cӫa nhân viên y tӃ. Bên cҥnh ÿyQJKLrQFӭXQj\FzQÿyQJJySEҵng chӭng vào tài liӋu nghiên cӭu cho các nghiên cӭu NKiFWURQJWѭѫQJODLWURQJFQJOƭQKYӵc. 1.7. Bӕ cөFÿӅ tài. 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