Gu Xiuzhu, Itoh Kenji
Department of Industrial Engineering and Economics, School of Engineering, Tokyo Institute of Technology, Tokyo, Japan.
Int J Health Plann Manage. 2020 Jan;35(1):171-184. doi: 10.1002/hpm.2859. Epub 2019 Jul 22.
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.
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%).
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.
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.
通过比较日本和中国在工作满意度模型、满意度水平以及预测总体工作满意度的关键因素方面的情况，探索医疗保健员工满意度的基本特征。
编制了一份包含35个特定方面与工作相关的满意度项目和10个总体满意度项目的问卷。日本的调查收集了474份回复（回复率为74%）。中国的调查增加了两个项目，收集了429份回复（回复率为69%）。
两国都获得了相同的五因素满意度模型，中国的模型还额外增加了一个名为“与患者的关系”的因素。应用这些因素，中国所有专业群体的满意度水平适中，而日本则有所不同。医生的满意度为中高，药剂师和技术人员为中等，护士为低。日本医生的满意度显著高于中国医生，而日本护士的满意度低于中国护士。两国总体工作满意度的关键预测因素相同，即声誉、成长与发展以及工作要求和工作量。此外，经济奖励和与患者的关系对中国人至关重要。
日本和中国的医疗保健员工共享工作满意度模型，中国的模型有一个额外因素。两国药剂师和技术人员的满意度水平相似，但医生和护士的满意度差异很大。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，例如，在中国医院，管理层应更多地支持员工，尤其是医生处理与患者的冲突和医疗纠纷。
