Research On Work Satisfaction Condition Of Community Health Service Working Staff In The Urban Area Of Chongqing And Its Influence Factors

Objective: To intensively research into the work satisfactioncondition of community health service working staff in the urban area ofChongqing based on the on-the-spot investigation of community healthservice center in the urban area of Chongqing. The variances in worksatisfaction condition and its influencing factors were analyzed to improvethe working staff satisfaction degree, stabilize community healthprofessionals and formulate community health policy and managementframework.Methods:1Literature analysis: The related literature about the definition,research progress of the work satisfaction, especially the work satisfactionof working staff in community health service center was researchedthrough retrieving the data base of Wan Fang, WeiPu, CNKI, etc. The dataand policy mainly came from the relevant paper material and electronicdocuments in Chongqing health bureau and Chongqing health supervisionburea. 2Quantitative analysis: The districts of Yubei, Shapingba andJiulongpo were selected from nine districts in the urban area of Chongqingusing the second level of cluster sampling method based on the economicand geographic considerations. Four community health service centersfrom each selected district (12health service centers in total) were chosento do the investigation. The self-designed questionnaire named “worksatisfaction degree of community health service working staff in the urbanarea of Chongqing”, which involving the basic information of therespondent, work satisfaction degree, work return satisfaction degree,working environment satisfaction degree, trust level and total evaluation.Totally650copies of questionnaires were handed out and623copies werereturned back, with recovery rate being95.8%. The qualifiedquestionnaires were614copies with qualification rate reaching98.5%.3Qualitative interview: The semi-structured interview outline wasdesigned and the interview was conducted with the permission of theinterviewees. Eight in-depth individual interviews (one person for eachinterview) were conducted with each lasing for25to35minutes. Theinterviewees were the directors of community health service center (2persons) and professional talents (6persons). The interview process washeld by one interviewer one recorder. The viewpoints were formed afterexaming, sorting, classifying and analyzing the interview data 4Results analysis: Quantitative materials were mainly processed bythe Epidata3.1database template. SPSS17.0was applied to do descriptiveanalysis, single factor analysis and logistic analysis. Excel was used forgraphics making. The related knowledge of management, socialpsychology and demography was used comprehensively to do the analysisand the evaluation.5Quality control: The investigators were underwent unified trainingand had clear job division. Pilot survey was conducted in a communityhealth center before the investigation. Adjustment and complement in thequestionnaire were made according to the actual situation. Thequestionnaires were handed out on-the-spot, filled in under the guidanceand were retrieved immediately after being completed at the scene. Unifiedcoding, entering and filling-in were performed after the questionnaireswere being examed.Results:The quality of community health service working staff was not highwith unreasonable professional title and educational structure. Only62.4%community health service workers were satisfied with their work including57.3%male satisfaction rate and67.8%female satisfaction rate. The age ofsatisfied working staff was ranged between36to45years old. Thesatisfaction rate of physician and nurse was68.8%and70.5%respectivelyand that of professionals in preventive health care and health technical field was low. The working staffs with bachelor’s degree have lower worksatisfaction. The most unsatisfied item was personal income (1.1%),followed by welfare (28.5%) and incentive system (45.8%). The welfarethat can be enjoyed by the working staff included five insurances(78.7%),lunch subsides(63.9%), traffic subsides(43.1%)and communicationsubsides(27.3%) with individual differences. Among the influencingfactors of work satisfaction, incentive mechanism and incentive degree inthe experimental group were45.778times more intense than that in thecontrol group(P<0.001).The working environment and condition in theexperimental group was26.487times more superior to that in the controlgroup(P<0.001). The welfare in the experimental group was17.021timesbetter than that in the control group (P<0.001). The other influencingfactors included timely providing of inspection equipment and auxiliarytools, superior guidance and coordination, performance appraisal andpersonnel management system, working respect and attention degree, jobpromotion opportunities.Discussion and advice:Insufficient attention is paid by health departments on the workingcondition of the working staff. The satisfaction situation of communityhealth service working staff is not optimistic with lower workingenthusiasm and higher resigning intention. The infrastructure of communityhealth institutions must be enhanced and the working environment must be improved to gradually create a diverse medical service pattern and perfectcompensation mechanism. Propaganda should be promoted to expand theinfluence of community medical service and the cooperation among thecommunity, school, resident committee and the property managementcompany should be strengthened to formulate the compiling system,evaluation system, medical insurance system and other supportingmeasures. Meanwhile, the community medical institution should broadenthe range of services, improve the working benefits and create aharmonious culture to improve its own development ability.