The aim of the paper is to describe the basic information of new staffs in the top-three hospital in Chongqing, analyze their needs and evaluation for pre-job training, and establish curriculums and training methods which are combined with social role theory. Questionnaire is used to survey new staffs who participated in pre-job training in the first half year in 2014. This questionnaire is anonymous and collected immediately. Excel is used to enter and analyze data. First, the majority of new staffs are doctors and masters who belong to clinical department. What is more, most are females. Second, most of staffs are satisfied with this training in overall management, time management, and training content. However, a small number of staffs think training methods are monotonous. Curriculums contents should be designed according to the characteristic of jobs, education, and major. Training methods should be interactive. Moreover, hospitals need to intensify information feedback to improve pre-job training from multi-aspects.
Nowadays, new staff pre-job training is an important task for hospital’s human resources management and gets great attention in domestic medical institutions [
Social role is defined by people’s social status, showing the total pattern consistent with socially desirable behavior and attitudes. Social roles include three meanings: first, it is a social behavior. Social behavior is reflected in every specific social roles; second, it is defined by people’s social status and identity of the decision, a true reflection of the role of behavior individuals in the group life and social relations system location [
From different point of view, social roles can be divided into many types:
Firstly, it is defined as ascribed roles and the role of self-induced. Ascribed role is home role, which is built on the basis of blood factors, genetic and other congenital or physiology on social roles. For example, a person from birth has been given race, ethnicity, family background, gender roles. The so-called self-induced role, also known as self-eligible roles or achievements roles, which refers to the social role mainly through the activities and efforts of individuals obtained. The role of self-induced achieved as a result of the activities of individuals, but also the result of personal choice.
Second, it is defined as the role of conscious and unconscious role. This is based on the psychological state of people assume when doing social role distinction. The so-called role of conscious, that people assume a role at the time, clearly aware of his being charged with certain rights, obligations, aware of the people around the role of his own audience, thus trying to infect his own actions the audience around. Everyone is conscious of the role in the social life are often experienced. The so-called unconscious roles that people assume a role at the time, and did not realize that they are acting this role, but only do it by habitual behavior. In general, the current referred to, when the formation of conscious role of those reasons do not exist, it is easy to form unconsciously role [
In society, the role is not isolated, but linked with other roles. Such a set of interrelated, interdependent and mutually reinforcing roles is called role set. Any one person cannot just assume a certain kind of social roles, but always bear a variety of social roles, he assumed a variety of roles and always with more social roles linked to all these constitute the set of roles. Specifically, it includes the following four aspects of meaning: the role of the external manifestations of social status; the role is a set of people’s rights, norms and behavior patterns obligations; the role of people in a particular position for the behavior of people’s expectations; role is the basis for social groups or social organizations.
The research is at the first “three A-level hospital”. The hospital has 35 clinical departments, 8 medical departments, 3200 beds existing establishment. Outpatient visits are 289.75 billion people in 2014. The number of discharged patients is 12.09 billion, operation in the year is 87,900 times. It is one of the key large-scale comprehensive teaching hospital which focuses on medicine, teaching, research, prevention, care and foreign health care.
This study includes 92 new employees who are admitted in the first “three A-level hospital” in Chongqing. They participated the pre-job training in the first half of 2014.
First, questionnaire has the basic situation for new employees, including jobs, education, and gender and so on. Second, the new overall effect on pre-job training of employees, rationality, training methods in the form of timing, arrange course content and training new employees will meet the satisfaction evaluation visits. Third, the new employees choose the pre-job training courses always a favorite. Fourth, open-ended questions, the staff of the lack of pre-job training course content and training activities suggestions and opinions.
Questionnaire: Totally 92. 92 questionnaires are recovered, the recovery rate is 100%; the number of valid questionnaires is 82, the efficiency is 89%.
Statistics: The data entry, processing and analysis of questionnaires are done by EXCEL 2003 software.
Firstly, new basic situation of workers (
Secondly, satisfaction survey (
Thirdly, Survey of open-ended questions:
1) “Your favorite course (limited option 5)?” This is a reflection of the new workers in different jobs and education curriculum is different preference. Most respondents were jointly selected themes of hospital culture- Glory and responsibility and Personnel topics. In these, the majority of respondents’ clinical departments choose the topic, and medical departments of respondents chose more medical topics. Most new workers doctoral degrees in this issue are also at the same time select a research topic.
2) “Pre-job training courses have what it takes to increase?” On this issue respondents believe lecture content can increase review materials, curriculum content too theoretical, too single form, the curriculum can increase more case studies and scenarios simulation and role-playing.
Education Position | Doctor | Postgraduate | Undergraduate | College | ||||
---|---|---|---|---|---|---|---|---|
Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
Physician | 32 | 39% | 39 | 47.6% | 6 | 7.3% | 0 | 0 |
Medical Technician | 2 | 2.4% | 3 | 3.7% | 0 | 0 | 0 | 0 |
Nurse | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Manager | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Others | 0 | 0 | 0 | 0 | 0 | 0 | 0 | 0 |
Total | 34 | 41.4% | 42 | 51.3% | 6 | 7.3% | 0 | 0 |
Very good | Good | General | Bad | |||||
---|---|---|---|---|---|---|---|---|
Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
Pre-Training | 30 | 36.5% | 45 | 54.8% | 7 | 8.7% | 0 | 0 |
Time Arrangement | 36 | 43.9% | 38 | 46.3% | 6 | 7.3% | 2 | 2.5% |
Special Lecture | 17 | 20.7% | 28 | 34.2% | 36 | 43.9% | 1 | 1.2% |
Course Content | 40 | 48.7% | 29 | 35.3% | 13 | 16% | 0 | 0 |
Appearances | 62 | 75.6% | 20 | 24.4% | 0 | 0 | 0 | 0 |
Visit Activities | 65 | 79.2% | 14 | 17% | 3 | 3.8% | 0 | 0 |
3) “Pre-job training activities have what it takes to increase?” For the majority of respondents believe that this problem can increase the interaction of cultural and sports activities, practical activities, a variety of activities to enhance teamwork, and build a new information exchange and other groups of workers.
The pre-job training for new employees is focusing on teaching, mainly in the form of seminars [
Role of cognitive character creation is the first stage, the new workers into the role as the actor must be based on their own perception of the role played by the premise, in order to better stage roles converted into the behavior. Each individual has a role to cognitive adaptation period, if longer adaptation period will be a variety of serious problems [
Everyone should re-examine in entering a new environment when their own, recognize themselves in the new environment of another, in this period will inevitably bring a character to the next of them [
In order to continuously improve the quality of pre-service training to help new employees faster and better fulfill their role of conversion, it is also important to collect the information and views on the experience of staff training. After completing pre-service training, we then carry out follow-up counseling work, such as long-term continuous staff training to hold a new experience exchange meeting on a regular basis, the use of a variety of today’s popular chat software (such as QQ or micro-letters, etc.) to establish after-school exchange and communication of the staff and help them solve their problems that are encountered in role reversal. Jointly with other agencies or organizations, the development training will deepen the effect of the training. The multi-organization spare time sports activities enrich their collective life, promote communication between employees, strengthen the emotional between employees, enhance interpersonal communication skills so that new staff have better understanding of the hospital’s culture, more quickly adapt into the hospital’s working environment and their new roles and the conversion of the roles is completed [
Through this survey of pre-job training, to understand the different positions, different academic staff for training satisfaction, as well as the problems and shortcomings, we learned their different needs and combined with social role theory direction for future training proposals. For the different professional characteristics, the nature of work and the qualifications of the staff are more refined and targeted to the preparation of training courses, formal training improves inter-activity, increases opportunities for employees in the field and hands-on involvement. After-school staff communication platform is established to expand the training to deepen and strengthen the emotional communication between employees, to promote the hospital culture and to ensure the quality of training. The establishment of the platform also lays a solid foundation for faster and better help of new staff to complete the role reversal, the hospital personnel training, cultural construction and sustainable development escort.
The authors thank Chongqing Medical University for excellent assistance. The study was supported by Humanity and Social Science of Chongqing Education Committee (15SKG025), Chongqing Academy of Social Science, and Chongqing Science & Technology Commission (2013YBGL138, 20130115, 2012-2-017). The authors also thank National Institute of Health (NIH) [(R01) RFA-WT-003].
TuQing,HuangLi, (2016) Research on Pre-Job Training in the Top-Three Hospital in Chongqing—Based on Social Role Theory. Open Journal of Social Sciences,04,205-210. doi: 10.4236/jss.2016.42026