Investigation Of Job Satisfaction Among Clinicians

As an application science, there has been a lot of research and practice indevelopment and management of human resources both at home and abroad. In humanresources management, job satisfaction is the objective manifestation of all aspects ofpsychological feelings of staff on work, which has a pivotal position in the humanresource management. In recent years, due to the continuous deepening of the medical andhealth system reform and putting forward of humanistic ideas, the management of healthhuman resources is gradually paid attention in the health care system. In hospitals,especially in the military hospitals, the composition of its personnel has significant era andparticularity characteristics. Except for military logistic medical support and heavy localmedical services, medical staff of military hospital are also responsible for clinicalteaching and research tasks. With the rapid development of military hospital andreadjustment of hospital personnel, human resource in military hospital presents two major trends: one is the gradual reduction of military personnel in active service as themain servicemen, the other one is the gradually expanded servicemen of inactive servicepersonnel and hire staff as the main personnel, which shows diversified development trend.Such a wide range of employment system will inevitably lead to the difference amongemployees of different levels of privilege and job satisfaction. In this case, the hospitalmust keep abreast of the job satisfaction of clinical staff, make stable the hierarchicalstructure of human rescores, to timely optimize and improve the personnel managementsystem.The purpose of this study was to perform a satisfaction survey among clinicians inlarge-scale general military hospital on the basis of literature review to understand the jobsatisfaction from five aspects: job itself, work group, work environment, work benefit andwork experience. The related risk factors were analyzed, and managementcountermeasures were explored, which provided evidence for enhancing humanperformance.Stratified random method was used to recruit participants from clinical departmentsin a large general military hospital. A total of120doctors participated in job satisfactionsurvey through anonymous self-completion questionnaire. The IBM SPSS Statistics19.0statistical software was used for analysis, data were presented as mean±standarddeviation or expressed as percentage. Measurement data were compared by using t-test,analysis of variance and non-parametric test as suitable; relationship between variousfactors and satisfaction score was analyzed by using Spearman correlation analysismethod, and the logistic regression analysis was used to analyze independent risk factorsof job satisfaction. The statistical analysis was performed using a two-sided test, and aP<0.05was taken as statistically significance.The main results of this study were as follows. The overall job satisfaction of clinicalstaff between gender difference had no statistical significance (P>0.05). The overall jobsatisfaction differences between different education levels, different titles, different jobpositions, different work experience and different monthly salaries had statisticalsignificance (P all <0.05). The overall satisfaction of those clinicians who were with Ph.D. degree, deputy chief physician, active duty military, work experience of one year and morethan10years, monthly salary of more than RMB10,000was higher (P all <0.05). Amongthe possible influencing factors, education level, job title, job position were the significantfactors of overall job satisfaction. Although work years and monthly salary had statisticalsignificance by using univariate analysis, but they were not significant influencing factorsfor overall job satisfaction.Through job satisfaction survey, the results of the study showed that the overallsatisfaction of medical staff in the general military hospital was in medium level. In orderto further improve job satisfaction of medical staff, it is recommended to take thefollowing countermeasures and suggestions: improvement of the human resourcemanagement system and implementation of the humanistic strategy to improve employeesatisfaction; fair and reasonable allocation of salaries and benefits, and to narrow the gapbetween different levels; establishment of suitable satisfaction evaluation system formedical staff in military hospital, and regularly implementation of surveys.