Study On The Relationship Between Organizational Elements And Medical Staff’s Job Satisfaction

Employee job satisfaction, as one of the tools of human resource management, use the form of interviews and questionnaire survey to collect all aspects satisfaction of the organization management from the staff, through the data statistics and analysis to reflect the management status of the organization, understand human resources management problems that exist in the organization in advance and provide reference for the organization human resources management.As China’s medical market gradually opening, the competition for recruiting medical and health human resources increasingly fierce, how to establish people-oriented, high degree of satisfaction of humanistic management mode and form an management mechanism to attract talent and stable team of professional and technical personnel will become the key to the success of hospital management. The competitiveness of human resources is by increasing the value of human capital to promote the improvement of economic benefits and social benefits of hospitals. But, in reality of hospital management, long-term emphasis on "everything for the patient, seek patient service", emphasize "taking patients as the", this is for the implementation of the "people-oriented" management concept, has narrowed the connotation of the "text" management idea. In the process of medical services, medical personnel in the doctor-patient relationship in a dominant position, only the medical staff can make patients as the main body in medical treatment; lack of care of medical personnel, patients’ interests will be severely affected. Therefore, hospital managers must recognize the medical staff is the primary factor in the hospital, in order to improve the value of human capital, we must give full play to staffs work enthusiasm, initiative and creativity and have a set of perfect and feasible, it is advantageous for the operation mechanism of human resource management.Previous job satisfaction research Scope contains individual characteristics, social environment, organizational culture, leadership style and values; it can be summarized into two categories:one is organization controllable factor, such as salary, job satisfaction, interpersonal, communication, etc; the other is organization uncontrollable factor, such as education level, age, gender, intelligence. Organizational elements are organized controllable factors; the effect of job satisfaction can be achieved directly through the adjustment internal factors. Therefore, this research is from the perspective of organizational elements to carry out on enterprise hospital in Guangzhou, Exploring influence enterprise hospital medical staff job satisfaction in real environment and explore the correlation between organizational elements and employee satisfaction and thus provide reference information for administration office of the hospitals to make scientific policy and to matching the organizational elements and management regulation and enforcement.Research has chosen job satisfaction management situations of an enterprise hospital in Guangzhou as a study sample, according to the social science research methods, formulate the questionnaire, it consists of two parts:one is Personal basic information; the other is satisfaction present situation investigation, consists of job characteristics (hobby and job matching, autonomy, competence), salary and welfare(consistent effort and reward, the fairness of performance evaluation, welfare treatment), working conditions(work necessary equipment and facilities, working hours and overtime, working atmosphere), leadership style(democracy, attaches great importance to the employees’ opinion, admit employees, attaches great importance to the team for the work of employees), employee relations(trust each other, communicate and share ideas), career development(training and growth opportunities, opportunities for promotion or a raise, the implementation of career goals, training system of the whole hospital), management system(jobs and departments in liability division, information communication channels, hospital development goals), integrated into the organization(proud of working in the hospital, efforts to achieve target hospitals), organizational elements in8dimensions, a total of25survey design. Using Likert five-point evaluation method. According to the research needs, consulting to some experts and hospital manager and adjust the questionnaire to good. Through stratified random sampling investigation about the present situation of the medical staffjob satisfaction.The survey using anonymous way, according to the medical staff of the nature of the work (doctors, nurses, medical, functional management) and the number, adopt proportional stratified random sampling method makes a questionnaire survey for a total of200medical staff survey in December2012. Questionnaire distributed through normal tissue and have the hospital support, The survey is acomplished by the hospital human resources and medical department cooperate with investigators questionnaire to sent the questionnaire to the department, accompanied by department director and the head nurse investigators will be distributed to medical staff own fill in the questionnaire, the questionnaire anonymously in20minutes to recover on the spot.The survey questionnaires have200total, recovery rate of95%. Effective screening questionnaire, according to the following principles:the whole questionnaire answers in rules, such as the identity problem solving, and future generations "strongly agree"; The whole questionnaire leak answer questions more than4items; Personal information missing more than1item. Thus eliminate invalid9questionnaires, get effective questionnaire182, the effective rate was95.29%.Check on survey data, via EXCEL to establish database, adopts the double entry and correction, using SPSS13.0statistical software for data analysis. By frequency and percentage to analyze samples in proportion of related questions, with internal consistency coefficient (Cronbach’s Alpha) and correlation coefficient to test the reliability and validity of the questionnaire, the mean and standard deviation is used to discuss the sample concentration and discrete trend; Using single factor analysis of variance to explore different personal characteristics between job satisfaction and each dimension of satisfaction if there is a difference, with regression analysis medical staff job satisfaction level and job characteristics, benefits, working conditions, remuneration, leadership style, employee relations, career development, integrated into the related degree between management system and organization.Survey results show:1. the medical staffs overall job satisfaction level is higher, close to a satisfactory level, the work condition, professional development and salary welfare satisfaction is low, integrated into the organization, the job characteristic and the leadership style, job satisfaction is higher.2. The different title medical staff’s job satisfaction is different, senior title of professional medical staff satisfaction is lowest, followed by secondary, primary and junior staff.3. The different work type staff’s job satisfaction is different; the highest is administrative personnel, followed by medical staff, nurses and doctors.4. The most dissatisfied for medical staff is hospital environment, long working hours, overtime work frequently, office environment and working equipment updates can not keep pace with the development of the hospital is the main reason.5. Both of different job title and job categories of medical staff attach attention to career development and training, the hospital in the management link of staff career planning and training learning opportunities is weak.6. This hospital in organization, system, culture and other management mode is mature, with high management efficiency close to the enterprise management mode.The enterprise hospital in organization operation, management system and the construction of hospital culture has the advantage, the hospital obtain development and adapt to changes in the medical market for people-oriented concept, flexible mechanism. But since there is no integrated into the unity government industry management, lack of capital, technology and policy support, all this restricts the development of the hospital.According to Herzberg two-factor theory, in the process of management, if you want to improve staff’s job satisfaction, improve the "hygiene factors" can only eliminate the worker discontent, but cannot motivate employees by the huge, so we should engaged in the "incentive", such as improve group members a sense of achievement at work, make work has the richness and challenging, pay attention to employee career development, to provide more training and opportunities for advancement. If you want to avoid the employee’s dissatisfied, we should improve hygiene factors to improve the welfare of the workers and the working environment.According to the survey results of this paper, combining with the characteristics of enterprises hospitals, comprehensive consideration of various factors affecting medical staff job satisfaction, in this paper, the promotion enterprise hospital medical staff job satisfaction is put forward, mainly from the perspective of the government’s macro and adjustment of hospital internal organizational elements, the emphasis is on the construction of the hospital, including:1) the optimization of regional health planning, strengthen the rational allocation of hospital, strengthen hospital positioning and function, promoting the local hospital location the industry management;2) the policy support system, reduce tax rate, low barriers to entry the medical insurance fixed-point qualification in and create a fair competitive environment;3) improve the hospital environment and create a harmonious interpersonal environment;4) reasonable personnel allocation, scientific management, to ensure efficient operation of the hospital;5) attaches great importance to the medical staff career planning, to provide more opportunities for learning and training;6) humanized management system and give employees full of trust and autonomy;7) care for employees, reasonable arrangement of working strength and work life balance;8) cultivating hospital culture and guide the hospital value concept and values of employees become consistent;9) building a competitive salary and welfare system and use salary incentive;10) establish a scientific performance appraisal processes and methods and pay attention to fairness;11) improve the hospital management system and keep operational efficiency.