CAJ | 학술논문

目的：：调查县级公立医院医务人员薪酬满意度水平，为相关政策设计及效果评价提供参考。方法：对8家县级公立医院员工进行现场问卷调查，利用SPSS19．0统计软件进行统计描述与logistic回归分析。结果：调查对象的薪酬总体满意度平均得分54．05±18．04分；福利方面的满意度最低，平均得分7．98±3．51分；logistic回归分析发现学历、科室类别、每周工作时间、周围同事是否存在收红包现象和是否在编是薪酬总体满意度的影响因素。结论：县级公立医院员工薪酬总体满意度水平不高；对福利方面的满意度水平最低。建立合理的薪酬水平、薪酬提升、福利保障等机制是提高县级公立医院医务人员薪酬总体满意度的可行选择。
목적：：조사현급공립의원의무인원신수만의도수평，위상관정책설계급효과평개제공삼고。방법：대8가현급공립의원원공진행현장문권조사，이용SPSS19．0통계연건진행통계묘술여logistic회귀분석。결과：조사대상적신수총체만의도평균득분54．05±18．04분；복리방면적만의도최저，평균득분7．98±3．51분；logistic회귀분석발현학력、과실유별、매주공작시간、주위동사시부존재수홍포현상화시부재편시신수총체만의도적영향인소。결론：현급공립의원원공신수총체만의도수평불고；대복리방면적만의도수평최저。건립합리적신수수평、신수제승、복리보장등궤제시제고현급공립의원의무인원신수총체만의도적가행선택。
Objective:To measure the salary satisfaction level of medical staff in county-level public hospitals and provide reference for the design of policy reforms. Method:Eight county-level public hospitals were investigated. All analyses were performed using SPSS 19. 0 via statistical description and binary logistic regression. Results: The total salary satisfaction of the medical staff was 48 . 8%, and the average score was 54 . 05 ± 18 . 04 . The welfare satis-faction is the lowest (38. 8%), and the average score is 7. 98 ± 3. 51. Logistic regression analysis shows that the ac-ademic degree, department category, working hours per week, acceptance of bribes, and officially budgeted posts are the main factors affecting overall compensation satisfaction. Conclusion:The overall salary satisfaction level of medi-cal staff in county-level public hospitals is very low, and the welfare satisfaction is the lowest. Establishing the rea-sonable level of compensation, the rise of compensation, and the welfare mechanism are feasible choices to improve salary satisfaction.