Investigation About The Employed Medical Staffs’ Job Satisfaction Of A Certain Army Hospital

Objective:Understand distribution of a military hospital medical staffs’ job satisfaction and its influencing factors on the different demographic characteristics. Describe the distribution of demographic characteristics to explore job satisfaction and the differences in different dimensions, from reality, considering to improve the efficiency of medical services, and the promotion of hospital rationalization, providing a scientific basis for the development of scientific and rational hospital management.Methods:All the inactive(168 cases) for a certain army hospital were investigated by using anonymous self-administered questionnaire, and personnel job satisfaction status and influencing factors of information have been gained, using five Likert scoring method to grade and evaluate. After the research object is divided into different groups, adoption composition ratio, The subjects were divided into different groups, using distribution,graphics, etc. describe the study and using statistical methods t test, analysis of variance to select the distribution of demographic characteristics and influencing factors.Results:168 subjects, men accounted for 46.4%(78/168), women accounted for 53.6%(90/168), in which the number of married and the native are majority, accounting for72.0%(121/168) and 67.3%(113/168). Medical, pharmaceutical, medical technicians accounted for 63.7%(107/168), respectively, 10.7%(18/168), 25.6%(43/168). Different age groups to the number of 26-35 year-old age group based in which the number of 26-30 years old accounted for 36.9%(62/168), the number of 31-35 years old accounted for32.7%(55/168). Subjects, the highest proportion of working age 6-10 years, 44 people,accounting for 26.2%, the lowest ≥20 years, there are eight people, accounting for 4.8%.Hospital study in undergraduate education, accounting for 75.6%(127/168).Studies have shown that the average satisfaction about work itself, workreward,community, workplace, feelings of job satisfaction, career development,management system, the average satisfaction were 3.194±0.642, 2.910±0.694, 3.565±0.589,3.094±0.645, 3.047±0.767, 3.100± 0.674, 2.744±0.763. There were significant meaning between Work itself satisfaction(F=27.386, P=0.000), work reward satisfaction(F=28.410,P=0.000), work groups satisfaction(F=14.375, P=0.000), work environment satisfaction(F=28.868, P=0.000), work experience satisfaction(F=31.693, P=0.000), career development satisfaction(F=28.745, P=0.000), the management system satisfaction(F=35.517, P=0.000) and the overall work satisfaction. Distinct dimensions were significantly correlated(P=0.000) between each satisfaction.Studies have shown that the average job satisfaction was 3.15±0.575. Among them,male and female average job satisfaction was 3.09±0.653, 3.20±0.496. Studies have shown that married and unmarried average job satisfaction was 3.13±0.593, 3.21±0.527. 168 name subjects, aged ≤25, 26-30 years, 31-35 years, 36-40 years, 41-45 years, 46-50 years,mean job satisfaction ≥51 years were 3.29±0.547, 3.13±0.550, 3.10±0.566, 3.01±0.608,3.24±0.636, 4.10±0.780, 3.25±0.472. Medical, pharmaceutical, medical technicians average job satisfaction was 3.09±0.596, 3.50± 0.625, 3.16±0.444. Tertiary and below,undergraduate, graduate job satisfaction average was 3.30± 0.443, 3.10±0.588, 3.29±0.606.Worked for a period ≤ 6 months, 6 Month-1 year, 1-3 years, 3-6 years, 6-10 years, 10-20 years, ≥ 20 years. Average job satisfaction for 20 years were 3.08±0.360, 3.33± 0.498,3.23±0.500, 2.93±0.630, 3.19±0.616, 2.99±0.411, 3.51±0.733. Different positions(F=4.216, P=0.016), different work experience(F=2.296, P=0.037) in the presence of significant job satisfaction.Conclusion:Hospital study of job satisfaction is low level, factors affected by post, the years of working life. The load with the rest rationality, remuneration, promotion and training, and management system affect the level of satisfaction. Military hospital managers should fine integrated management and performance evaluation of non-active medical staff, establish and improve various personnel Employment and promotion mechanism, in-depth understanding of the actual needs of the non-active medical staff, improve job satisfaction,accelerate echelon personnel training, stable medical stabilization team.