目的:构建有利于进行工作绩效管理的医护人员自我功能结构模型并检验其合理性和正确性。方法:在理论研究的基础上提出影响医护人员工作绩效的自我功能结构的假设模型,通过质性研究与使用心理测量技术构建模型的观察变量及其题项,在获取相关数据的基础上进行探索性因子分析与验证性因子分析,证明假设模型的成立。结果:探索性因子分析提取到的3个因子集可解释总方差的79.975 %;整体的Cronbach’S α为0.909,各个因子的Cronbach’S α系数分布在0.702～0.904;3个假设的潜变量均存在显著的相关(P＜0.05)且相关系数的绝对值均＜0.4,结构效度显示出较好的区分度;各变量之间的回归系数均通过检验(P＜0.05)而显示模型中变量间的因果关系是准确和可靠的;结构方程分析模型的拟合度参数效果为χ²/df=2.990,RMSEA=0.0634,NFI、TLI、CFI、IFI、 GFI均大于0.9,AGFI=0.809,PGFI =0.601,均在可接受范围内。结论:假设模型得以验证成立,其结构具有很好的合理性和正确性。该模型所包含的外在动机、内在动机、心智模式、问题表征、资源匹配、元认知、知识、心理程序、心智技能、经验、实施操作11个维度及其67个因子分属自我动力整合、自我平衡整合、自我效应整合3个系统。该结构模型可用于指导相关测量工具的编制和人力资源开发。

Objective: To construct a self-functional structure model of medical staff conducive to job performance management and verify its rationality and correctness. Methods: On the basis of the theoretical research, a hypothesis model of self-functional structure on what affecting the work performance of medical staff was put forward. The observed variables and their items of the model were constructed with qualitative research and psychometric techniques. At the same time, exploratory factors and confirmatory factors were analyzed to further confirm the rationality and correctness of the hypothesized model. Results: Three factor sets extracted by exploratory factor analysis could explain 79.975% of the total variance. Overall Cronbach's α was 0.909, and the Cronbach's α coefficients of each factor were distributed between 0.702 and 0.904. Three hypothetical variables had significant correlations (P<0.05) and the absolute values of the correlation coefficients were all less than 0.4. High discrimination showed by the construct validity. The differences of regression coefficients between different variables were all statistically significant (P<0.05), and the causal relationships between different variables in the model were accurate and reliable. The fit parameters in the structural equation model analysis were all within the acceptable range (χ²/df=2.990, RMSEA=0.0634, NFI, TLI, CFI, IFI, GFI were all greater than 0.9, AGFI=0.809, PGFI=0.601). Conclusion: Through verification, we further confirm that the assumed model is reasonable and correct. The model contains 11 indicators, including extrinsic motivation, intrinsic motivation, mental model, problem representation, resource matching, metacognition, knowledge, mental program, mental skills, experience, implementation, 67 influencing factors who belong to three systems (self-motivating, self-balancing and self-effect integration system), which could be used to guide the compilation of relevant measurement tools and human resources development.