Study On Determinants And Correlation Of Both Hospital Staff’s Income Satisfaction And Job Satisfaction In A Tertiary Hospital

BackgroundWith a new round of health reform gradually thorough and further opening of China medical market, hospitals at all levels are facing increasingly fierce competition in which the competition of talents is the key to success in the market. Hospital medical staff are the primary resources, whose level of income satisfaction and job satisfaction degree could really reflect the economic benefit and social benefit of the hospital to some extent. Therefore it has important social practical significance to carry out income satisfaction and job satisfaction studies for hospital managers to make relevant incentive mechanism and management measures to increase the enthusiasm and creativity of medical staff.Research purposesWe carry out this study to understand the current status of the hospital staff income satisfaction and job satisfaction degree. Through analyzing the influencing factors and the correlation between income and job satisfaction we could provide a scientific reference for hospitals’ decision-makers to make relevant policies.Research MethodsIn this study, the raw data is from the Jinan Municipal Federation of Trade Unions,"The city workers’state of mind questionnaire in2010". Questionnaire applies the Likert Attitude Scale with five scores, denoted1,2,3,4and5points, and the higher the score, the higher the degree that income satisfaction and job satisfaction. This survey used proportional stratified random sampling method and the workers completed the questionnaires self-administered.200questionnaires were issued,181questionnaires were collected, and the collecting rate was90.5%.Main Results1. The overall income satisfaction of hospital staff is2.25±1.02, which is at2.0-2.5, indicating not satisfied with the current income. Age and employment status have a statistically significant impact on income satisfaction, while job title, education and gender analysis are not statistically significant.2. Employees reflect on the distribution of social income gap strongly with regard to the income satisfaction-related aspects of recognition and evaluation. People who perceive distribution of social income gap as great and large account for96.13%totally.3. The hospital staffs job satisfaction is3.03±0.83, indicating the level of general satisfaction. The statistical analyses of hospital staff job satisfaction in terms of age, education, job title, employment status show statistically significant differences, while the gender analysis shows no statistically significant.4. Contract employees’ level of income satisfaction and job satisfaction are both low. And the statistical analyses show statistically significant.5. Income satisfaction and job satisfaction are two logistic classification regression analysis, income satisfaction and job satisfaction regression revealed significant effects of logistic income satisfaction factors finally enters the model factors for employment status and age, the influence of job satisfaction factors finally enters the model factors as age, professional titles and employment status.Pearson correlation analysis shows that income satisfaction and job satisfaction are of no significant correlation. So the level of income satisfaction has no effect on job satisfaction.6. Through analyzing employees on the job satisfaction-related aspects of cognition and evaluation, we learn that their cultural and technical requirements are very urgent, accounting for84.53%. Stuff who are not satisfied and very dissatisfied with their hospitals’ cultural activities accounted for47.52%totally.Conclusions and suggestionsAccording to above analysis results, we put forward countermeasures and suggestions as follows:(1) Increase the income levels of medical staffs and establish a reasonable salary distribution system.(2) Establish the "people-oriented" management thinking.(3) Create an atmosphere of equality, interaction and mutual respect.(4) Focus on learning, and strive to build a learning hospital.(5) Strengthen education on the relevant laws and regulations of the hospital.(6) Rational allocation of the hospital human resources.(7) Focus on the implementation of scientific and effective management of contract staff.