Degree of satisfaction with talent introduction and related influencing factors in a tertiary public hospital

Abstract

Objective To investigate the degree of satisfaction with talent introduction and related influencing factors in a hospital, and to promote the high-quality development of the hospital by improving the quality of medical staff construction and the level of healthcare talent introduction. Methods Based on the satisfaction theory, the Minnesota Employee Satisfaction Scale and Employee Satisfaction Survey Scale were used to determine seven independent variables and one dependent variable for this study. The independent variables were satisfaction with performance evaluation (A), satisfaction with salary and benefits (B), sa-tisfaction with career development (C), satisfaction with work conditions (D), satisfaction with work relationships (E), and satisfaction with talent policies (F) at the micro level and satisfaction with urban living environment at the macro level (G), and the dependent variable was willingness to join (H). A questionnaire survey was conducted among 350 talents introduced. The t-test or a one-way analysis of variance was used to analyze the differences in variables A-H in terms of sex, education level, job type, professional title, and introduction method, and the Pearson correlation coefficient was used to investigate the correlation between va-riables A-H. A regression analysis was performed for the influencing factors for willingness to join among talents, and a model was established for these influencing factors. Results There were no significant differences in variables A, C, and E between the talents with different education levels (P>0.05), while there were significant differences in variables B, D, F, G, and H (F=2.724-3.152,P<0.05). There were no significant differences in variables A, B, C, E, F, and H between the talents with diffe-rent job types (P>0.05), while there were significant differences in variables D and G (F=2.384,2.947,P<0.05). The correlation analysis of variables A-H showed a high correlation between any two variables (r=0.647-0.875,P<0.05). The regression analysis showed that B and E had a significant impact on H (P<0.05), while variables A, C, D, F, and G had no significant impact on H (P>0.05). Conclusion Salary and benefits and work relationships are the main influencing factors for talent introduction in tertiary public hospitals, with a significant impact on talent introduction. The hospital should enhance the attractiveness of salary and benefit policies, strengthen team cohesion and cooperation, and strive to create good working relationships, in order to enhance the sense of belonging among introduced talents.

Keywords

• hospitals, public|personnel, hospital|talent introduction|job satisfaction|root cause analysis