Study On Job Satisfaction Of Health Workers In Jinan Township Health Centres

BackgroundThe human resource is the key factor which can make township health centres work effectively.The human resource is not optimistic in township health centres:irrational structure of education background and professional title,relatively poor technical level,insufficient in total scale and unstable team.It is of great significance to know about the current satisfaction situation of this team,find out the existing problems and publish targeted measures in order to stabilize and develop this team to the maximum extents,and implement the functional orientation of township health centres entitled by New Medical Reform.ObjectiveMake an objective evaluation on the satisfaction level and influential factors according to the satisfaction survey on working staff;gain their preferences towards different incentives;provide the basis for the formulation of human resource management policies.Data and MethodsHierarchical random sampling method is adopted to sample all the working staff on work posts on the sampling date in twenty township health centres across three counties.The investigation questionnaires are designed autonomously by literature review,and then revised by expert counseling and pre-investigation method.In addition,uniformly-trained investigators are dispatched on investigation field to introduce the investigation objective and filling method as well as distribute and recycle the questionnaires.EpiData3.1 software is applied to establish the database,and the investigation questionnaires are entered dually and checked.SPSS software statistical analysis is applied.The analysis methods in this study include descriptive analysis,t test,variance analysis and Logistic regressive analysis.The inspection significance level is ?=0.05.Results1.The overall working satisfaction of working staff is "ordinary".In the nine evaluation dimensions,three dimensions,including interpersonal relationship,the work and hospital management,are in "satisfied" state,while the satisfaction degree in other dimensions are "ordinary".In addition,the satisfaction degree in workload and salary&welfare is the lowest.2.The overall working satisfaction and different dimensional satisfactions of groups with different characteristics differ.It is of statistical significance to investigate the difference in the satisfaction of staff with different ages on the dimensions of working conditions,working environment and hospital management;the satisfaction of staff with different academic degrees on the dimensions of workload and working environment;the satisfaction of staff with different professional titles and work posts on the working environment dimension;the satisfaction of staff with different work establishment situations on the dimensions of salary&welfare,work,working conditions and working environment;the satisfaction of staff with different working years on the dimensions of working conditions,interpersonal relationship,working environment and hospital management;the satisfaction of staff with different institutional scales on the dimensions of salary&welfare and hospital management.3.Institutional scale is the influential factor on the satisfaction in the dimensions of overall working satisfaction,salary&welfare and hospital management.Age is the influential factor on the satisfaction in the hospital management dimension.Professional title and work establishment situation are the influential factor on the satisfaction in the work dimension.Work post is the influential factor on the satisfaction in the dimensions of work elevation and workload.4.Among the incentives,the working staff values the salary&welfare factor the most important,followed by the work,work elevation and career development which embody the development demands.The most significant incentives,including salary&welfare,work elevation,career development and working conditions,have relatively lower satisfaction.Suggestions1.Implement governmental responsibilities.Target at the functional orientation,perfect a series of auxiliary policies,including financial investments,staff employment,business management,career development and regulation&assessment.Improve management coordination mechanism and enhance the initiative right of health departments.Increase the financial investments,note to optimize the investment essence and raise the investment efficiency.2.Improve the treatment for staff in township hospitals.Accelerate the establishment of performance assessment mechanism which complies with industrial characteristics and institutional orientation.Emphasize the relative justice among different salary levels and improve the welfare guarantee level with target.3.Open up the career development channel.Explore and establish talent flow channel based on different county areas.Perfect the qualification review system for professional title on basic level,conduct training demand analysis and effect evaluation.4.Target at the current satisfaction situations of key groups,formulate targeted measures and improve satisfaction degree.5.Make further efforts in career recognition of working staff in township hospitals and give full play to the roles of the endogenous incentives.6.Establish the normalized investigation system for working satisfaction of staff in township hospitals,and keep perfecting policies.