Investigation On Status Of Incentive Of Employed Health Professional And Technical Personnel In Some Military Command Hospitals

Objective: Along with the system reform of military，the personnel structure ofmilitary hospital has changed greatly, and the employed health professional andtechnical personnel has gradually become an important force to support thedevelopment and construction of military hospital. The army hospital managers mustseriously consider and face the problems that how to optimize the employed staff, tostimulate their enthusiasm and creativity, to let everybody do his best according to hislights, and eventually to make the staff’s personal goal agree with the collective goal ofhospital. The aim of our study is to analyse the influence factors of incentive and theStatus of incentive of employed health professional and technical personnelin some military command hospital, try to provide valuable scientific basis for humanresources management in military hospital, and put forward some countermeasures foremployed staff management from the angle of comprehensive motivation.Methods: By intensive sampling and questionnaire methods， we madeinvestigations of employed staffs and active armys in4military hospitals insome military command.The investigations included44contents such as general state,welfare, working condition, training, examination and incentive status etc (Thequestionnaire of active army included34contents).We got864effective questionnairesand the effective recovery rate was96.00%.Then the database was created by softwareof Excel, SAS9.1of statistical software was used to analyze Wilcoxon or kruskal-wallisRank-Sum test, χ2test or Fisher exact test, univariate logistic regression andmultivariable logistic stepwise regression etc.Results:(1) The employed staff has become an important part of military hospitaltechnical strength and the average ratio is63.90%;(2) Compared with active army, theage, record of formal schooling, professional title and the working years of employed staff are lower(P＜0.05); the working pressure is bigger and the autonomy andcommunication are shorter(P＜0.05);(3) The overall incentive arte of employed staff is43.62%,and there are no significant differences in incentive arte among employed staffsof different hospitals and different natural conditions（P＞0.05）;(4) On satisfaction oftraining and education,there are significant differences among employed staffs ofdifferent working years(P＜0.0001), Employees with more than5years of service orless than1year of service are higher than whose working years in1year to5years;(5)Univariate logistic regression analysis showed that there isa positive correlation between motivation and35factors such as professional title, wageearnings, job satisfaction, and satisfaction of training and education etc; the workingpressure has negative correlation with motivation;(6) Multivariable logistic stepwiseregression analysis showed that the7variables such as income satisfaction, Workability,satisfaction of training and education, hospital attitude, respect, fairness ofpunishment and working willingness are main influence factors of motivation.Conclusion: On the base of investigation, we discuss the factors in motivation,analyse the Influence factors and give5principles of incentive mechanism, as peopleforemost, fairness and justice, on-demand motivation, comprehensive motivation andadvance with times, meanwhile we bring forward some advices for motivation:(1)Material incentives: to Improve the remuneration, and narrow the gap between theemployed staffs and active armys As far as possible; to Perfect welfare conditions, andsolve the worries behind of staffs;(2) Spiritual incentives: In the aspect of personnelselection, we can embody incentive policy via Personnel recruitment, talent competitionand performance assessment; In the aspect of training talents, we can stimulate the workenthusiasm of staffs via Target stimulation and Growth stimulation such as educationand training, vocational development and scientific research; On The use of talents, wecan make the staffs to gain a sense of accomplishment and a sense of belonging bymeans of management and work motivation such as job interest, working power,working challenge and working conditions; In the aspect of people foremost, we canmake the staffs to gain a sense of satisfaction on Emotional awareness via honormotivation, respect incentive, example motivation, communication motivation, emotionmotivation and team motivation; In the aspect of personnel elimination, we can stimulate the staffs to work actively by means of different forms of negative incentivemethods, thus forming a harmonious competition situation.