Job Satisfaction and Commitment of General Hospital Employees

Han, Dong Woon; Eom, Seung Sub; Moon, Ok Ryun

Abstract

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural variables. The level of satisfaction on the job itself was generally low 2.8 in Likert`s 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2 37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.l), distributive justice(2.57), pay(2.3) and promotion(l.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables. The level of satisfaction on personal variables was 3.27 which seemed to be quite high: contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the, hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables. The degree of satisfaction on these variables was 3.07 the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.