The Research On Work Satisfaction, Organizational Commitment, And Turnover Intention Of The Grass-roots Health Cadresin In CPAPF

Objective: Bases on the characteristics of organization and occupation, we investigate the work satisfaction, organizational commitment, and turnover intention of the grass-roots health cadresin in CPAPF. With the results of the research, we could know the current situation and the recent trends, research the influence factors and the relationship between the effectiveness of individuals, and explore the scientific management methods to the grass-roots health cadresin of CPAPF. It was supposed not only to provide identifiable ground for constructing the incentive mechanism of the grass-roots health cadresin, but also to improve the ability of the military medical service and the enhancement of the combat effectiveness.Methods: The grass-roots health cadresin(including doctors, technicians and nurses) in North China were investigated with self-designed questionnaires in October 2010 and October 2014. We consulted the Minnesota work satisfaction scale, organizational commitment scale and turnover intention scale. Furthermore, we introduced demographic characteristic variables, organizational characteristics variables and the relevant incentive measures. Use SPSS 19.0 software system for the data typing and analysis. The statistical methods include independent sample t-test, chi-square test and variance analysis.Results:1 Results of the basic situation investigation: the results of demographic characteristics and basic situation of the health cadres: there was no significant difference in gender, age, rank, qualification, graduate school, title, length of employment between the basic situations of the two years health cadres(P > 0.05).2 Results of the work satisfaction: the average of total work satisfaction were 3.85±0.50(2010) and 4.05±0.53(2014) respectively, there was significant difference between the two years(t=2.373, P =0.019). Figures in 2010 showed that the work satisfaction scores of health cadres in different working hours were significantly different(t=2.125,P =0.042).3 Results of the organizational commitment: the average of organizational commitment were 3.77±0.50(2010) and 3.85±0.50(2014) respectively, there were no significant differences between the two year’s total score(t=1.037,P =0.302). There was no significant difference between each dimension score. Figures in 2010 showed that the organizational commitment scores of health cadresin in different the graduat school were significantly different(t=2.383,P =0.016).4 The turnover intention results of the grass-roots health cadresin: the turnover intention scores were 2.27±0.81 in 2010 and 2.15±0.75 in 2014, there was no significant difference between the two years. Figures in 2010 showed that the turnover intention scores in different ages were significantly different(t=5.829,P =0.005), the turnover intention scores of different working hours were significantly different(t=3.453,P =0.037). Figures in 2014 showed that the turnover intention scores in different ages(t=3.453,P =0.037)and educational backgrould(t=2.789,P =0.047)were significantly different.Conclusions:1 The demographic characteristics of the grass-roots health cadres are stable in a certain period, but the organization characteristics are changed.2 The work satisfaction of the grass-roots health cadres show ascendant trend. The influence factor of work satisfaction is the working hours.3 The organizational commitment of the grass-roots health cadres show ascendant trend. The influence factor of organizational commitment is the the graduate school.4 The turnover intention of the grass-roots health cadres shows a decrease trend. The influence factors of turnover intention are the age, the working hours and the educational background.