新疆地区三级公立医院薪酬满意度调查分析

Analysis of Salary Satisfaction Survey in Third-Level Public Hospitals in Xinjiang

摘要: 目的：探究新疆地区三级公立医院员工薪酬满意度及其影响因素，为医院优化薪酬管理体系、稳定人才队伍提供实证依据。方法：采用自制问卷，通过“问卷星”平台对新疆地区5家三级公立医院的891名在职员工进行横断面调查。运用描述性分析、单因素分析及二元logistic回归分析等方法探究薪酬满意度现状及其影响因素。结果：调查显示，员工薪酬总体满意度偏低，仅25.03%的员工感到“比较满意”或“非常满意”。超八成员工(85.74%)期望月收入过万，与实际收入(63.07%集中于5000~10,000元)存在差距。60.83%的员工认为薪酬与工作量不符。制度层面，激励机制与薪酬体系的科学性认可度不高。薪酬待遇差是导致员工产生离职意向的首要原因(73.67%)。提高个人收入是员工最迫切的改进需求(66.3%)。薪酬满意度影响因素分析结果显示，月收入水平对薪酬满意度影响最显著(OR = 1.763, p < 0.001)，其次是专业技术资格(OR = 1.158, p = 0.028)和专业类别(OR = 1.056, p = 0.036)。结论：新疆地区三级公立医院员工薪酬体系存在较大优化空间，核心问题在于薪酬水平与员工期望及付出不匹配、薪酬结构与分配机制不尽合理。建议医院从提高薪酬竞争力、优化内部薪酬结构、完善非物质激励体系以及加强制度沟通等方面进行系统性改革。

Abstract: Objective: This study investigates employee compensation satisfaction and its influencing factors in tertiary public hospitals in Xinjiang, providing empirical evidence for optimizing compensation management systems and stabilizing talent pools. Methods: A self-designed questionnaire was administered through the “Wenjuanxing” platform to conduct a cross-sectional survey of 891 employees from five tertiary public hospitals in Xinjiang. Descriptive analysis, univariate analysis, and binary logistic regression were employed to explore current compensation satisfaction levels and their contributing factors. Results: The survey revealed generally low overall salary satisfaction, with only 25.03% of employees reporting “fairly satisfied” or “very satisfied”. Over 85.74% of employees expected monthly incomes exceeding 10,000 yuan, which significantly differed from actual earnings (63.07% concentrated between 5000~10,000 yuan). 60.83% of employees felt their compensation did not match workload. At the institutional level, recognition of incentive mechanisms and compensation system scientific validity remains inadequate. Poor remuneration treatment was identified as the primary reason for employee turnover intentions (73.67%). Increasing personal income emerged as the most urgent improvement need (66.3%). Analysis of compensation satisfaction influencing factors revealed that monthly income level had the most significant impact (OR = 1.763, p < 0.001), followed by professional qualifications (OR = 1.158, p = 0.028) and professional categories (OR = 1.056, p = 0.036). Conclusion: The compensation system for employees in tertiary public hospitals in Xinjiang region requires significant optimization, with core issues including mismatch between salary levels and staff expectations/efforts, as well as unreasonable salary structures and distribution mechanisms. Recommendations include systematic reforms focusing on enhancing salary competitiveness, optimizing internal compensation structures, improving non-material incentive systems, and strengthening institutional communication.