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县级公立医院薪酬激励与员工满意度研究——基于黑龙江省的调查
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| 投稿时间： 2015-05-14 最后修改时间： 2015-07-25 摘要点击次数: 2519 全文下载次数: 1608 |
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| 引用本文：李莉, 张歆, 周浩,等.县级公立医院薪酬激励与员工满意度研究——基于黑龙江省的调查[J].中国卫生政策研究,2015,8(8):10-15 |
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| 李莉1, 张歆1, 周浩2, 张仲1, 刘新研1 |
1. 哈尔滨医科大学公共卫生学院, 黑龙江哈尔滨 150081;
2. 哈尔滨市疾病预防控制中心, 黑龙江哈尔滨 150056 |
| 基金项目:国家自然科学基金青年基金(71203050);黑龙江省卫生厅项目(2012-766) |
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| | 摘要:目的:了解县级公立医院薪酬激励效果及其对工作满意度的影响。方法:抽取黑龙江省6所县级公立医院,对其医务人员进行问卷调查及访谈。采用因子分析对薪酬激励措施进行归类,用描述性统计及Logistic回归分析薪酬激励效果以及工作满意度的影响因素。结果:通过因子分析将薪酬激励措施分为直接物质报酬、间接物质报酬、职业性奖励和社会性奖励四个维度;对直接物质报酬的评价最高;外科医生的工作满意度高于内科,低于妇产科和儿科;医技人员和护士的满意度低于全科医生;工作5年以下人员满意度最低;有编制的人员满意度高于无编制者;直接物质报酬和职业性奖励与工作满意度正相关。结论:物质报酬整体水平不高,非经济性激励作用发挥不足,编制外人员的薪酬公平性有待提高,应加强对高学历人才的薪酬激励。 | |
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关键词:县级公立医院 薪酬 激励 工作满意度
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| Relationship between remuneration incentive and satisfaction of medical staff in county public hospital: Based on questionnaire survey in Heilongjiang Province |
| LI Li1, ZHANG Xin1, ZHOU Hao2, ZHANG Zhong1, LIU Xin-yan1 |
1. School of Public Health, Harbin Medical University, Harbin Heilongjiang 150081, China;
2. Harbin Center for Disease Control and Prevention, Harbin Heilongjiang 150056, China |
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| | Abstract:Objective: To understand the effects of remuneration incentive and their influences on job satisfaction in county public hospital. Methods: Stratified random sampling was adopted. Six county public hospitals in county level in Heilongjiang province were selected as the sample. Exploratory factor analysis was used to analyze the remuneration incentives, descriptive statistical analysis and logistic regression analysis were used to analyze the effects and their influences on work satisfaction. Results: remuneration incentives are divided into four dimensions that comprised a total of 16 items,which including direct material rewards, indirect material rewards, occupational rewards and social rewards. The surgeon's job satisfaction is higher than the physician, and is lower than the obstetrics and gynecology and pediatrics. Technician and nurses' satisfaction is lower than the general practitioner. The medical staff who worked less than5 years has the lowest satisfaction. Authorized staff's satisfaction is lower than off-staff. Direct material rewards and occupational rewards are related to job satisfaction. Conclusions: Material rewards were in low level, and non-economic incentive was insufficient. The salary incentive for highly educated talents should be strengthened. | |
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