A comparative study on healthcare employee satisfaction between Japan and China
A comparative study on healthcare employee satisfaction between Japan and China
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DOI：
10.1002/hpm.2859
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发表时间：
2020-01-01
影响因子：
2.7
通讯作者：
Itoh, Kenji
中科院分区：
文献类型：
--
作者：
Gu, Xiuzhu;Itoh, Kenji
目的通过比较中日两国医疗卫生从业人员的工作满意度模型、满意度水平和预测总体工作满意度的关键因素，探讨两国医疗卫生从业人员满意度的基本特征。方法采用问卷调查法，对35个工作满意度维度和10个一般满意度维度进行调查。日本的调查收集了474份回复（回复率为74%）。中国调查中增加了两个额外的项目，收集了429份答复（69%）。结果两个国家的五因素满意度模型是相同的，中国的一个额外的因素标记为“与患者的关系”。应用这些因素，在中国的所有专业群体中观察到中等满意度，而在日本则有所不同。医生的满意度从中到高，药剂师和技术人员的满意度中等，护士的满意度较低。日本医生的满意度明显高于中国医生，而日本护士的满意度低于中国护士。这两个国家对整体工作满意度的关键预测因素是声誉，增长和发展，以及工作要求和工作量。此外，经济回报和与患者的关系对中国人来说至关重要。结论中日两国医务人员的工作满意度模型具有一致性，但中国医务人员的工作满意度模型存在一个额外因素。两国药剂师和技术人员的满意度相似，但医生和护士的满意度大不相同。由于关键的满意度因素不同，建议提高工作满意度的策略应针对文化和职业，如在中国医院，管理层应更多地支持员工，特别是医生处理与患者的冲突和医疗纠纷。
Objectives To explore essential characteristics of healthcare employee satisfaction by comparing Japan and China in terms of job satisfaction model, satisfaction level, and the crucial factors predicting overall job satisfaction. Methods A questionnaire was developed with 35 facet-specific job-related satisfaction and 10 general satisfaction items. The Japanese survey collected 474 responses (74% response rate). Two additional items were added in the Chinese survey and 429 responses were collected (69%). Results The same five-factor satisfaction model was acquired from both countries with an additional factor labelled "relationship with patients" for China. Applying these factors, a moderate satisfaction level was observed for all professional groups in China, whereas it varied in Japan. A moderate-to-high satisfaction was seen for physicians, a moderate level for pharmacists and technologists, and a low level for nurses. Japanese physicians were significantly more satisfied than Chinese physicians, whereas Japanese nurses were less satisfied than Chinese nurses. Both countries shared crucial predictors of overall job satisfaction that were reputation, growth and development, and work demands and workload. Additionally, financial rewards and relationship with patients were critically important for the Chinese. Conclusions Japanese and Chinese healthcare employees shared the job satisfaction model with an extra factor for Chinese. Satisfaction levels were similar for pharmacists and technologists in the two countries, but largely different for physicians and nurses. Because crucial satisfaction factors differed, it is suggested that strategies to improve job satisfaction should be specific to culture and profession, eg, in Chinese hospitals, management should support more to employees especially physicians for dealing with conflicts and medical disputes with patients.