Study On Salary Satisfaction Of The Second And Tertiary Grade Public Hospitals’ Staff In Nanjing

Objective Through the survey in the second and tertiary grade public hospitals in Nanjing,the present situation of salary system was evaluated from the perspective of staff’s salary satisfaction.By analyzing the factors and the key influencing factors of salary satisfaction,the key points of the salary system reform were clarified.Combined with the relevant theory and experience,this paper provides scientific basis for salary system reform of public hospitals in Nanjing.Methods By consulting domestic and foreign research documents,learning about the concept,theory and related research progress of compensation and salary satisfaction at home and abroad,and establishing the corresponding theoretical system.A self-filling survey among 965 employees of 6 public hospitals in Nanjing was conducted by strata randomized sampling method.The factors of salary satisfaction were analyzed by factor analysis.Basic information and salary satisfaction degree were analyzed by descriptive analysis.The key influencing factors were analyzed by single factor analysis and multivariate linear regression analysis.The qualitative materials such as the construction of salary satisfaction scale,the present situation of salary system and the suggestions are studied by means of in-depth interview.Results Salary satisfaction is composed of four dimensions: salary system,salary level,salary structure and performance distribution.The overall salary satisfaction score was 3.37 which was at general level.The score of all dimensions in turn is salary system,performance distribution,salary level and salary structure.Marital status,hospital grade,professional category and technical class hadsignificant impact on overall satisfaction.Of which,marital status,hospital grade and technical class had significant impact on the satisfaction of salary system,salary level and salary structure.Marital status,hospital grade,professional category and technical class had significant impact on performance distribution satisfaction.Conclusion The salary system reform of the second and tertiary grade public hospitals in Nanjing should be carried out through improving guaranteed and differentiated financial compensation mechanism,establishing a system of pay distribution in various forms and in an open and transparent manner,building salary level in line with the characteristics of the industry,optimizing and adjusting the salary structure,and establishing a scientific performance appraisal system,in order to further improve salary satisfaction of the second and tertiary grade public hospitals in Nanjing.