南京市公立医院医务人员薪酬水平及满意度研究
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江苏省卫生计生委科研基金项目“基于劳务价值的江苏省公立医院薪酬制度研究”(RH201606)


Studies on medical staff’s salary level and satisfaction of public hospitals in Nanjing
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    摘要:

    通过对965名公立医院医务人员进行自填式问卷调查,探讨南京市公立医院薪酬水平及其满意度情况,为南京市公立医院薪酬制度改革提供科学依据。结果显示,医务人员年均工资为(8.86±4.48)万元,存在岗位差异和医院等级差异;员工期望年均总工资为现有年均工资的2倍左右,社会平均工资的2倍或3倍;薪酬水平总体满意度得分为(3.06±0.89)分,处于一般水平,3个维度满意度按得分高低排序依次为:内部公平性、个人公平性和外部公平性;多元线性回归分析结果显示,年龄、婚姻状况、职称、岗位类别和医院等级对薪酬水平满意度的影响有统计学意义(P<0.05)。公立医院薪酬制度改革应努力提高薪酬水平,合理拉开不同岗位间工资差距,并注重发挥非经济性报酬的作用,以期有效促进公立医院健康、持续发展。

    Abstract:

    To discuss medical staff’s salary level and its satisfaction degree of public hospitals in Nanjing to provide scientific basis for salary system reform, a total of 965 staffs from public hospitals in Nanjing were investigated by questionnaire survey. The results showed: the annual income of medical staff was RMB 88 600±44 800 per person with position difference and hospital grade difference; The expected annual average income of employees was about 2 times of the current average annual salary, and 2 or 3 times of the average social wage; The overall salary level satisfaction score was 3.06±0.89, which was at general level; The satisfaction of the three dimensions was ranked in order of score: internal fairness, individual fairness and external equity. Through multivariate linear regression analysis, the overall satisfaction had significantly difference among age, marital status, technical class, positions and hospital grade(P<0.05). So the salary system reform in public hospitals should strive to improve the salary level, reasonably widen the income gap between different positions, and pay attention to the non?economic compensation, in order to effectively promote the health and sustainable development of public hospitals.

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陆雅文,王梦圆,胡翠玲,周志伟,黄晓光.南京市公立医院医务人员薪酬水平及满意度研究[J].南京医科大学学报(社会科学版),2019,(4):318~322

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  • 收稿日期:2018-10-16
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  • 在线发布日期: 2019-09-05
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