Human Resources Management
Analysis on the staff salary status in traditional Chinese medicine hospitals of Sichuan province in 2020
Hu Yue, Xie Dongmei, Zhong Xia, Yang Yi, Rao Yashu, He Jia, Xiao Jie, Zhang Xiaochun
Published 2022-10-02
Cite as Chin J Hosp Admin, 2022, 38(10): 767-771. DOI: 10.3760/cma.j.cn111325-20220422-00346
Abstract
ObjectiveTo analyze the staff salary status and the influencing factors in traditional Chinese medicine(TCM) hospitals implementing the salary system reform in Sichuan province in 2020, for reference in optimizing the salary system reform of such hospitals.
MethodsCluster sampling and institutional survey were used to collect the salary information of 26 TCM hospitals in 21 cities(prefectures)of Sichuan province implementing the salary system reform in 2020. Such information was then subject to descriptive analysis, while the influencing factors of salary were subject to one-way analysis of variance and generalized linear model multifactor analysis.
Results15 428 staff from 26 TCM hospitals were included as the research objects. In 2020, personnel expenditure accounted for 40.23% of the total expenditure, and 24.34% of which came from financial subsidy in 26 TCM hospitals. The average annual payable income per person was(149 312±74 288)yuan, 67.82% of which being performance pay. Analysis of variance showed that there were significant differences among the salary levels of staff in different economic regions, hospital grades, hospital levels, gender, educational background, position, seniority, performance pay ratio, employment in the government system and other natures, senior and other professional titles, doctors and other positions(P<0.05), and the differences were still statistically significant after adjustment by generalized linear model(P<0.05).
ConclusionsThe reform of the salary system of Sichuan TCM Hospitals has basically achieved equal pay for equal work, and the income of low-level personnel has been improved. However, the salary level was not very motivated and the salary structure was not guaranteed. It is necessary to strengthen financial precision subsidies, increase the proportion of personnel expenditure, so as to support the increase of the absolute value of salary in non-core economic areas, improve the salary structure, reasonably widen the salary gap among different educational backgrounds and positions, further optimize internal distribution, and ensure the sustainable development of Chinese medicine talents.
Key words:
Health manpower; Salary system reform; Traditional Chinese medicine hospitals; Salary structure; Generalized linear model; Analysis of the current situation
Contributor Information
Hu Yue
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Xie Dongmei
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Zhong Xia
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Yang Yi
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Rao Yashu
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
He Jia
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Xiao Jie
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
Zhang Xiaochun
School of Management, Chengdu University of Traditional Chinese Medicine/Health Sichuan Research Institute, Chengdu 611137, China
