A Public Hospital Medical Personnel Incentive Effect Assessment

ObjectiveTo promote an effective incentive mechanism in hospital and to motivate staffs work enthusiasm, by researching the incentive mechanism of a public hospital, analyzing the factors that motivate medical staff and studying the relationship between incentive mechanism and employee satisfaction. To ensure medical staff play all their talents, by studying medical staff job satisfaction and income satisfaction, adopting pertinent and effective incentive measures.MethodsA tertiary hospital in Henan province was selected as sample. A cluster sample of doctors and nurses was taken as investigation respondents, which were selected randomly to answer questionnaires. In this survey, the combination of quantitative and qualitative research was used. For quantitative research, questionnaire survey on-site was mainly used. For qualitative research, literature was used to analyze some domestic and foreign research. In incentive mechanism, attitude was described in to 5 levels. Likert quantitative method with three levels (satisfaction, general, not satisfied) was used to analyze job and income satisfaction.Results1. Incentive mechanism:There were statistical significant differences in the attitude of economic factors, working environment, technology and career development for medical stuff in different positions (P<0.05). Scores of doctors was higher than nurses. There were statistical significance differences in economic factors, working environment, management systems, and technology and career development for medical staff of different genders (P<0.05). Scores of males were higher than women in all aspects except management systems. For medical staff of different age, their attitudes towards economic factors, organizational culture, working environment, technology and career development were statistically significant different (P<0.05). Satisfaction of aged above 45 was much higher. Technology and career development satisfaction of aged under 30 was the highest.2. Job satisfaction:There were statistical significance differences in job satisfaction for different position, job title, age and working years (P＜0.05). Multivariate analysis showed that the hospital management system, skills and career development, gender, education and economic income satisfaction were major factors that influenced job satisfaction of doctor and nurses.3. Income satisfaction:There were statistical significance differences in income satisfaction for different age, working years and job title (P<0.05). The results showed that age and working years were main factors of affecting income satisfaction. The younger and the shorter working years, the lower income satisfaction doctors and nurses felt.Conclusion:Doctors and nurses paid close attention to economic factors, organizational culture, management system, working environment, technology and career development, etc. In aspects of approval of incentive mechanism, it was much higher for male, doctor and high title personnel. Job satisfaction of doctors was much higher than nurses. And the higher job title, the higher job satisfaction doctors and nurses felt. In aspects of income satisfaction, there were differences in different job titles. The higher position the higher income satisfaction doctors and nurses felt. On the contrary, the lower income satisfaction doctors and nurses felt.Therefore,, the hospital should gradually establish and perfect their incentive mechanism, combined organizational culture, hospital management system and working experience, etc. The hospital should strengthen propaganda education in incentive mechanism, management system and so on, in order to make doctors and nurses fully play their initiative and enthusiasm. In further to realize personal target and organizational target consensus and to enable the hospital and personal both developed.