Based On The Theory Of Motivation-hygiene Theory Of Hospital Logistics Personnel Satisfaction Research

Objective: Application of the Motivation-Hygiene Theory of Frederick Herzberg ofempirical research on the job satisfaction of hospital staff, understanding of hospitallogistics personnel job satisfaction overall present situation; to verify whether this theoryis suitable for hospital management practices;according to the research results, putforward corresponding countermeasures. Methods: In Xinjiang Urumqi four by the threelevels of first-class hospital450logistics staff degree of satisfaction questionnaire surveyand personal interview. With different gender, different age, marital status, in our workingtime, the different level of education and the support staff of different type of work tocarry on the statistical description and Wil coxon Rank-Sum test. Results: the factors ofhospital logistics staff satisfaction and dissatisfaction with Herzberg’s two-factor theory ofthe division are different. Makes the logistics personnel is satisfied with Herzberg’sclassification of the factors increased, satisfaction in the logistics personnel factorsincrease the interpersonal relationship. Factors make the male employees satisfaction thanfemale employees; Satisfaction of married people than unmarried people; Satisfactionstatus shows "N", in every age group of26-35years old staff satisfaction factors most,followed by more than46years old,25years old the following,36to45years old staffsatisfaction mean no higher than that of other age groups;11to15years in my hospitalsatisfaction than other period high satisfaction; High school degree of satisfaction thanother groups; The driver’s satisfaction is higher than the other group. Conclusion: showsthe two-factor theory is applied to hospital logistics management has the certainuniversality, but also has some particularity. In order to improve the staff’s workenthusiasm, this article puts forward two countermeasures, namely reduce, as a result ofnot satisfied with the hygiene factors, satisfaction of the incentive factors, and put forwardsome concrete proposals and provide effective reference for the hospital human resourcemanagement.