Research On The Influence Of Salary Satisfaction Of Grassroots Public Health Personnel On Organizational Commitment

[Purpose] Through the investigation of grassroots public health workers pay satisfaction and organizational commitment in Hubei Province,assessment analysis grass-roots level of public health personnel pay satisfaction and organizational commitment and the influence factors,further the effects of pay satisfaction on organizational commitment,puts forward more targeted grassroots public health workers pay satisfaction and organizational commitment to ascend.[Methods] Through literature analysis,we can understand the research of pay satisfaction and organizational commitment at home and abroad and their application in the field of health;through on-site survey,we can get the original data of pay satisfaction and organizational commitment of grass-roots public health personnel in sample areas,and analyze the pay satisfaction and organizational commitment level of grass-roots public health personnel and their influencing factors as well as the former’s effect on the latter with mathematical statistics method Then,the paper analyzes the existing problems in the pay satisfaction level and organizational commitment level of grass-roots public health personnel,and puts forward optimization strategies and suggestions such as improving the pay management ability level,highlighting the incentive role of pay and welfare,and focusing on the construction of grass-roots public health talent team.[Results]（1）From the results of pay satisfaction and organizational commitment factor analysis,pay satisfaction scale extracted two public factors pay level satisfaction and pay management satisfaction;organizational commitment scale extracted three public factors emotional commitment,ideal commitment and normative commitment.（2）Basic information of respondents: 77.4% came from township hospitals or community health service centers;62% of them had college degree or above;50% and 40% graduated from clinical medicine and nursing major respectively;23.6% had intermediate and above professional titles;35.6% and 32.6% worked within 10 years and 21-30 years respectively.（3）Research on the salary satisfaction of grassroots public health personnel: the overall score of salary satisfaction,the satisfaction score of salary level and the satisfaction score of salary management are 3.30（general）,3.65（relatively satisfactory）and 2.97（unsatisfied）;in regression analysis,the overall satisfaction of the salary of the personnel graduated from clinical medicine major is higher,the higher the title is,the higher the overall satisfaction of the salary;graduation The satisfaction degree of salary management of the staff in TCM or integrated traditional Chinese and Western medicine specialty is higher than that of other specialties;the longer working years,the higher satisfaction degree of salary management,and the higher satisfaction degree of salary management of the staff working in township hospitals compared with village clinics.（4）Research on organizational commitment of grassroots public health workers: the overall score of organizational commitment,emotional commitment score,ideal commitment score and normative commitment score are 2.49,2.02,2.82 and 2.70 respectively;in regression analysis,the overall level of organizational commitment and emotional commitment of grassroots public health workers in community health service center is relatively low;the higher the title,the higher the ideal commitment level;Township The standard commitment of the grass-roots public health personnel working in the hospital is relatively higher.（5）Research on the influence of pay satisfaction on organizational commitment of grassroots public health personnel: in the correlation analysis,pay management satisfaction and pay overall satisfaction are positively correlated with emotional commitment,pay level satisfaction,pay management satisfaction and pay overall satisfaction are positively correlated with ideal commitment and organizational commitment respectively,pay overall satisfaction and normative commitment are positively correlated In regression analysis,satisfaction of compensation management had a significant positive effect on emotional commitment（β = 0.162,P = 0.007）;satisfaction of compensation level（β = 0.352,P < 0.001）and satisfaction of compensation management（β = 0.440,P < 0.001）had a significant positive effect on ideal commitment;overall satisfaction of compensation had a positive effect on normative commitment(β = 0.141,P =The satisfaction of salary level（β = 0.202,P < 0.001）and the satisfaction of salary management（β = 0.380,P < 0.001）significantly positively affected the overall level of organizational commitment.[Conclusions]（1）Pay management satisfaction has a positive impact on emotional commitment.Pay management should be optimized to promote the level of emotional commitment,adjust the pay structure of grass-roots public health personnel scientifically,and establish pay growth mechanism and dynamic adjustment mechanism.（2）Pay level satisfaction and pay management satisfaction have a positive impact on the ideal commitment at the same time.On the basis of optimizing pay management,we should guarantee the pay and welfare of grass-roots public health personnel,so as to promote the level of ideal commitment,pay attention to the role of non economic incentives,provide more training opportunities and welfare projects,and stimulate the enthusiasm of grass-roots public health personnel.（3）The overall satisfaction of compensation has a positive impact on the normative commitment.In addition to improving the overall satisfaction of compensation,a good working atmosphere should be created to improve the level of normative commitment of public health personnel at the grass-roots level.Through the change of management concept and methods,the smooth internal communication channels,the regular staff activities,and the appropriate reduction of staff’s workload,it should be gradually realized.