The Effects Of High-performance Work System On Hospital Employees' Job Well-being

Objective:(1)To investigate perception of High Performance Work System(HPWS)and job well-being for hospital employees in Hangzhou.(2)Taking work climate for concerning employees as a meditating factor to analyze relations among HPWS,work climate for concerning employees,job burnout,work engagement and job satisfaction.(3)Setting structural equation model to analyze how HPWS influences job well-being.Methods:Using cluster random sampling to select 1113 hospital employees for questionnaire survey.Database was established by Epidate3.1,and demographic characteristics were first descripted.Using Cronbach's coefficient to test reliability and factor analysis to test validity.The difference of their job well-being score was tested by one-way ANOVA/T test and multiple linear regression method.Correlation analysis was used to explore how those dependent variables correlate to each other.Finally putting up hypothesis about how HPWS influences job well-being and verifying those hypothesis by structural equation model analysis.Results:(1)All the Cronbach's coefficient in each dimension of our research questionnaire was above 0.749,overall Cronbach's coefficient was 0.955,KMO was 0.966,P<0.01 in Bartlett Test Sphericity.(2)Overall average job well-being score was(59.20±10.07)while the highest was 90 and the lowest was 24.Average job burnout,work engagement,job satisfaction score was(15.39±4.65)?(21.70±4.26)(20.05±4.27)respectively.(3)Single factor analysis showed that age,title,occupation,working time,years of working,midnight shift are the influencing factors of hospital employees' job well-being.(4)Multiple linear regression analysis indicated that in the age group,the 25-35 group,35-45group,45-55 group were the negative factors.For the title group,middle and higher group were positive factors.For different occupation,nurse,medical technicians and administrative staff were the positive factors.For the years of working group,working for 11-15 years and 16-20 years had a negative influence on job well-being.In the midnight shift group,once and twice had negative effect on job well-being.For salary,4000-6000 RMB had positive influence on job well-being.(5)Correlation analysis indicated that the when hospital employees perceived higher HPWS,their work climate perception was higher(r=0.810,P<0.01),job burnout waslower(r=-0.064,P<0.05),work engagement was higher(r=0.570,P<0.01),job satisfaction(r=0.603,P<0.1);Higher work climate perception was correlated with lower job burnout(r=-0.072,P<0.01),higher work engagement(r=0.577,P<0.01)and higher job satisfaction(r=0.615,P<0.01).Lower job burnout was correlated with higher work engagement(r=-0.135,P<0.01)and higher job satisfaction(r=-0.221,P<0.01).Higher work engagement was correlated with higher job satisfaction(r=0.565,P<0.01).(6)The paths in which HPWS influences work engagement and job satisfaction were conformed with previous hypothesis while how it influences job burnout was not conformed.HPWS had a total effect of 0.615 on work engagement which contained a direct effect of 0.173 and a indirect effect of 0.442 by work climate for concerning employees.HPWS had a total effect of 0.677 which contained a direct effect of 0.184 and an indirect effect of 0.487.Work climate for concerning employees had a total effect of 0.487 on work engagement and 0.358 on job satisfaction.Conclusions:(1)Hospital employees' job well-being which is influenced by age,occupation,years of working,and midnight shift should be further enhanced.(2)Job burnout of hospital employees was negatively correlated with HPWS perception,higher HPWS perception was followed be lower job burnout.Work engagement and job satisfaction were positively correlated with HPWS perception,higher HPWS perception was followed be higher work engagement and job satisfaction.(3)HPWS and work climate for concerning employees had a positive influence on work engagement in the meantime work climate for concerning employees directly influenced work engagement while HPWS both directly influenced work engagement and indirectly influenced work engagement by work climate for concerning employees.HPWS and work climate for concerning employees had a positive influence on job satisfaction in the meantime work climate for concerning employees directly influenced job satisfaction while HPWS both directly influenced job satisfaction and indirectly influenced job satisfaction by work climate for concerning employees.(4)By carrying out HPWS practice and building a work climate for concerning employee,hospital management could be improved.Hospital will feel the attention from the organization thus participated more energetically to their work and their job well-being could be enhanced eventually.