Research On The Impact Of Public Hospital Employment Form Of Organizational Commitment

With the development of the socialist market economy, people’s demand for health gradually improved and the forms of employment in public hospit als are also changing. The using of labor contract staff and dispatch staff gre atly satisfy the growing demand for talent of the public hospital. Diversified e mployment is the part of deepening the reform of institutions and playing an increasingly important role.In this study, the research object is the different forms of employment o f employees in the public hospital. The study incorporating the latest research in the theory in-depth analysis the differences of the organizational commit ment among the different forms of employment.Finally, the study proposes d ifferent management strategies for the different forms of employment.The purpose of this study is to understand the status of a public hospita I employee satisfaction and organizational commitment and the differences bet ween different personal attributes of variables, explore the different types of organizational commitment case combining different forms of employment, ana lysis the correlation of satisfaction and organizational commitment among emp loyees.This study used the literature research and interviews to design the ques tionnaire, conducted for the staff of public hospitals in Beijing in the sample survey. The samples of361questionnaires were collected from the public hos pital in Beijing, excluded two samples in the form of other forms. Factor anal ysis, descriptive statistics, t-test, one-way ANOVA, Pearson’s product-moment correlation were adopted.By statistical analysis of the data of valid questionnaires, the author mak es the conclusions as follows:1Public hospital staff’s satisfaction score of hospital relationships, training, benefits, organizational culture satisfaction were three minutes or so. The ge neral level of satisfaction score of the public hospital staff was relatively high. The scores of economic commitment and ideal commitment was higher,the n about the opportunity commitment, and the lowest score were related to t he normative commitment and emotional commitment. The overall scores of organizational commitment is also middle.2The various segments’scores of satisfaction and organizational commit ment of the three different dimensions of employment was significant differen t Results Findings of satisfaction and organizational commitment showed that the score about permanent staff was the highest among them; but the labor co ntract staff and the lowest score were related to the dispatch staff.3Due to the different of personal characteristics variables, the scores of satisfaction and organizational commitment was significant different. Age, wor k experience, education, work, job title and other variables for employee satis faction and organizational commitment have a significant impact.4The employee’s satisfaction and organizational commitment of the three different forms of employment were significant differences.5There were a lot of correlation between satisfaction and organizational commitment of employees.We found still that there was a lot of correlation between satisfaction a nd organizational commitment of hospital staff after controlling for employme nt forms. There was a significant positive correlation between Organizational c ulture and emotional commitment, organizational culture and normative comm itment, organizational culture and ideals of commitment. The satisfaction orga nizational culture is high, the emotional commitment, normative commitment and ideal commitment will be higher.Based on the research findings, we draw three conclusions. The scores of different forms of employment of employees’satisfaction commitment was si gnificant different. The scores of different forms of employment of employees’ organizational was significant different. There were a lot of correlation betwe en satisfaction and organizational commitment of employees. The author reco mmended the suggestions of hospital staff management for different types of employment. We recommended that hospital managers can adopt different r ules according to different types of employees; strengthen cultural constructio n of hospital and train employees to have a sense of ownership; enhance th e staff education and training to improve the skills of workers; establish equa I pay for equal pay system for employees achieving pay equity. Through the above initiatives to further improve employee satisfaction, increase their sense of belonging to the hospital, enhance organizational commitment types of e mployees, and enhance the core competitiveness of the hospital.