目的 了解湖北省医疗机构对住院医师规范化培训(简称住培)合格学员的胜任能力满意度,评估住培质量,为持续改进住培方案提供参考。方法 2024年8至9月,采用一般资料调查表、用人单位对住院医师胜任能力的满意度评价指标对2020至2024年在武汉大学中南医院完成规范化培训并取得合格证书的住院医师进行问卷调查,采用独立样本t检验、方差分析分析对相关数据进行分析。结果 湖北省共有14个地级市的42家医疗机构对294名住院医师进行了评价。各级医疗机构对住院医师胜任能力的总评分为(4.76±0.25)分。其中,职业素养评分最高[(4.88±0.31)分],综合素质评分最低[(4.70±0.31)分]。在所有指标中,临床科研能力[(4.30±0.58)分],信息技术能力[(4.51±0.51)分],医学专业英语能力[(4.53±0.67)分],领导、组织、协调能力[(4.53±0.52)分]评分较低。本单位住院医师的专业知识评分、专业能力、职业素养评分均高于自主培训住院医师、临床医学硕士专业学位研究生、委托培训住院医师[(4.99±0.09)分比(4.65±0.49)分、(4.64±0.54)分、(4.64±0.46)分;(4.94±0.12)分比(4.65±0.46)分、(4.66±0.49)分、(4.71±0.40)分;(4.96±0.02)分比(4.83±0.35)分、(4.81±0.41)分、(4.80±0.35)分],其差异均具有统计学意义(均P<0.001);不同专业基地住院医师的人际沟通评分差异具有统计学意义(P<0.001),其中全科医学科基地评分最高[(4.88±0.30)分]。结论 湖北省医疗机构对住院医师胜任能力的评价较高,但住院医师的科研能力,信息技术能力,医学专业英语能力,领导、组织、协调能力尚有较大的提升空间;不同身份类型的住院医师的专业知识、专业能力、职业素养和不同专业基地住院医师的人际沟通能力尚存在一定的差异。

Objective To explore the employer's satisfaction of residents graduated from standardized residency training in medical institutions in Hubei Province, evaluating its quality and informing continuous improvement. Method From August to September 2024, a questionnaire survey was conducted on residents who completed standardized training and obtained qualification certificates at Zhongnan Hospital of Wuhan University from 2020 to 2024, using general information survey questionnaires and satisfaction evaluation indicators from employers. Independent sample t-tests, analysis of variance, and other methods were used to compare the differences in scores of resident physicians with different characteristics. Results A total of 294 resident physicians were evaluated by 42 medical institutions in 14 cities in Hubei Province. The overall score of the competency of graduated resident physicians by medical institutions was 4.76±0.25. Among them, the highest score for professional ethics was 4.88±0.31 and the lowest score for comprehensive quality was 4.70±0.31. Among all the items, the scores for clinical research ability (4.30 ±0.58), information technology ability (4.51±0.51), medical professional English ability (4.53 ±0.67), and leadership, organization, and coordination ability (4.53±0.52) were relatively low.In terms of professional knowledge , professional ability and professional ethics, the score of resident physicians in our unit were higher than that of resident physicians recruited from the society, clinical medicine master's degree graduate students, and commissioned resident physicians [(4.99±0.09) vs. (4.65±0.49), (4.64±0.54), (4.64±0.46); (4.94±0.12) vs. (4.65±0.46), (4.66±0.49), (4.71±0.40); (4.96±0.02) vs. (4.83±0.35), (4.81±0.41), (4.80±0.35)], and the differences were statistically significant (all P<0.001). In terms of interpersonal communication, there was a statistically significant difference in the scores of resident physicians from different professional bases (P<0.001), with the highest score being from the general practice base (4.88±0.30). Conclusions Medical institutions in Hubei Province have a high evaluation of the competency of resident physicians, but there is still significant room for improvement in their research ability, information technology ability, medical English proficiency, and leadership, organization, and coordination ability. There are still differences in the professional knowledge and ability of different identity types, as well as in the interpersonal communication ability of different professional bases.