Survey On A General Hospital Staff Organizational Commitment And Mediating Factors In Liaoning

Objective: Organizational commitment is a key factor of organizational diagnosis and management motivation. The survey of hospital employees' organizational commitment can not only help to understand the organizational commitment, but also point out the problems existing in hospital management. Through the empirical research in a comprehensive hospital in Liaoning, this paper mainly analyze the organizational commitment of the hospital staff, and put forward countermeasures to raise it, to provide the reference for hospital managers to make decisions.Methods: Questionnaire survey, devise an organizational commitment scale suitable for hospital employees to investigate. frequency and percentage was used to analyze the distribution of samples in related problems, internal consistency coefficient and Pearson curves was used to inspect the reliability and validity of the questionnaire, mean and standard deviation was used to discuss concentration trend and discrete trend of samples; Whether there are differences in dimensionalities of Different demographic hospital employees' organizational commitment was discussed with t-test and variance analysis.Results: 1.The mean value of all dimensionalities of hospital staff organizational commitment is higher. 2.Hospital employees of different genders in affective commitment dimensionality have a significant difference; Hospital employees of different ages in affective commitment dimensionality have a significant difference; Hospital staffs of different educational background in normative commitment dimensionality have a significant difference; Hospital staffs of different titles in affective commitment dimensionality and exchange commitment dimensionality have a significant difference; Hospital staffs in different departments in affective commitment dimensionality, normative commitment dimensionality, ideal commitment dimensionality, opportunity commitment dimensionality, economic commitment dimensionality, identity commitment dimensionality and attachment commitment dimensionality have a significant difference; Hospital staffs in different positions in affective commitment dimensionality, normative commitment dimensionality, ideal commitment dimensionality, economic commitment dimensionality, opportunity commitment dimensionality, identity commitment dimensionality, attachment commitment dimensionality and exchange commitment dimensionality have a significant difference; Hospital staffs of different on-job time in affective commitment dimensionality and opportunity commitment dimensionality have a significant difference; Hospital staffs of different income status in affective commitment dimensionality, normative commitment dimensionality, ideal commitment dimensionality, economic commitment dimensionality, opportunity commitment dimensionality and exchange commitment dimensionality have a significant difference.Conclusions: 1. Definite nosocomial target. 2. Care stuff life, develop stuff emotion. 3. Detailing nosocomial rules, strengthen system administration. 4. Formulate reasonable payment system, set up equitable system of rewards and penalties. 5. Enhance nosocomial cultural construction, pay attention to stuff integrated development.