Study The Salary And Satisfaction On Salary Of The Employees In Township Health Centers After The New Medical Reform

Objectives: This paper, from the perspective of grassroots health institutions leadership and staff, understanding of the current situation of the employees’ salary distribution from township health institutions in Anhui province, and the staff satisfaction evaluation of the current salary system from township health institutions, exploring the real impact factors of township health institutions workers’ pay satisfaction, exploring all kinds of problems existing in the income of workers from township health institutions since the new reform. On this basis, combined with the policy of literature theory study and experience summary, provided targeted advice for the government and related units to improve grassroots health workers salary distribution system, to improve the medical staff service enthusiasm.Research object and Methods: According to the implementation of new medical reform policy and economic development situation in Anhui province, extracting typicality one county which chosen to be the pilot of the new medical reform as samples after several meetings, each from southern Anhui, northern Anhui and central Anhui, and then 2 township hospitals were randomly selected from each of the selected counties, all on-the-job employees from the 6 township health centers are all subject to fill the self-made questionnaire, the main contents include:(1) staff qualifications, job title, age, gender and other basic information;(2) the present level of the salary of the staff from township medical institutions;(3) the salary satisfaction of staff from township medical institutions;(4) the factors that influence the rural medical institutions in employee salary satisfaction degree. The related data was input into Epi Data3.0 and the establishment of the database, using SPSS16.0 software to carry out reorganization and the analysis, using descriptive statistics, single factor analysis of variance and multiple linear regression analysis method. At the same time, for the special interview of relevant personnel, understanding of rural medical institutions pay system and employee satisfaction of different departments and all levels of healthy staff views, combined with the actual from their own point of view to improve the suggestions of the rural medical institutions in employee salary satisfaction degree.Result:(1)The surveyed staff samples from township hospitals mainly were general staff;wherein the staff of formal establishment has 303 people(78.91%),the temporary employment and the preparation of the thyroid were 79 people(20.58%); the most seniority was concentrated in 20 and 20 years below(69.79%); the staff mainly title to the primary(56.25%) and intermediate(31.51%), the number of senior title only accounted for more than 2.86%; most of the samples were in secondary school, technical school education(38.54%) and college degree(48.96%), only 36 people were bachelor degree or above(9.38%); the employees who were 24 and 24 years below accounted for only 3.39%, most of the surveyed staff were women;(2) 62.50% of the employees’ actual salary from sample county township hospital were concentrated in 2000 yuan and the following, 82.39% of the surveyed employees’ monthly basic pay for performance was 1000 yuan and the following, 74.52% of the employees’ monthly incentive pay for performance distributed in 500 yuan and the following. Most township hospitals have cancelled the bonuses, subsidies, allowances and other revenue;(3)Most of the hospital employees’ expected monthly salary income was "3001-4000 yuan"(27.08%) and "4001-5000 yuan"(35.16%);(4)Most of the surveyed staff thought that they were enjoying the housing provident fund(84.90%) and the social medical insurance(87.50%), 37.50% of the surveyed employees chose social endowment insurance, the surveyed employees thought they were enjoying injury insurance and maternity insurance accounted for the number of 28.10%, the employees chose other welfare items were few, there were also 6% of the surveyed staff thinking that they have no welfare;(5)There were statistically significant differences in the employees’ salary level between different gender, different ages, different professional titles and different positions;(6)The compensation satisfaction scores showed that all the dimensions of satisfaction scores were low to medium, the overall salary satisfaction scores was also low to medium.(7)After the single factor variance analysis and multiple linear regression analysis, this study finally get the factors affecting the satisfaction of salary level: the understanding level of remuneration policy; the views on the work; the views on the daily workload; the factors affecting the satisfaction of salary structure and management include the view on their work stress; understanding of the tendency of residents for medical treatment in the area; the factors affecting the satisfaction of salary improvement: the views on the difficulty of their job, positions, understanding of the tendency of residents for medical treatment in the area; the factor affecting the satisfaction of welfare was the staff’s position; factors affecting the overall salary satisfaction including the views on the difficulty of their job, positions, the view on their work stress, the view on the importance of their job.(8) Many health workers were unclear about their monthly amount of performance salary, most of the surveyed staff thought the performance appraisal cycle had been 1 time in 1 years(54.95%); for the standards implemented on distribution on performance salary in township health centers, 34.90% of the hospital staff selected the "uncertain", only 18.75% of people thought that the performance salary was distribution according to work; the employees’ satisfaction of performance pay system showed that the score of satisfaction indexes were low, the staff of township health centers were not satisfied with the current performance pay system.Conclusion and Suggestions:(1) The problems existed in the employee salary system of sample county township medical institutions : the salary level of staff from township medical institutions was low; the distribution factors of employee’s compensation were unreasonable; the compensation structure could not reflect the characteristics of the medical and health occupation well, the medical institutions didn’t have full autonomy to manage the staff’s pay; the growth of wage income appeared to be small and slow rate; the employees’ welfare needed to be improved; the performance pay system should be further implemented and improved; the staff didn’t know the current salary system very well; the employees’ satisfaction on various aspects of salary distribution needed to be improved.(2)The suggestions include: increasing financial support, strengthening the supervision and management of health funds accounting; the salary distribution should pay more attentions to personal skills and the contribution; improving the salary structure, ensure the autonomous rights in the development of the rural medical institutions; making sure the rise of pay adapt to the economic and social development; ensuring various forms of the welfare; perfecting the performance appraisal rules and supervision mechanism; strengthening the publicity and education about the salary distribution policy system; increasing the salary satisfaction from various aspects,etc.