1596 studied health workers have got an average salary of 568,843 ± 172,577 VND and an average allowance of 117,960 ± 117,91 VND each month. 52,7% of interviewed subjects had proposed a minimum salary of 636,790 VND with a promotion step of 2 years (67,2%) and 79,4% subjects had proposed a preterm promotion for good workers
Salaries and Fringe Benefits ; Medical Staff

Average salary of state health worker in the institution belonging to MOH accounts for 612.640  190.910 VND per month, diverse subsidies 122.790  128.200 VND per month. The minimal salary must be based on 59.7% of real living price and must accounts for 636.700 VND per month. 55.1% of state workers and cadre consented to the currently designed table of salary, 67.4% to 2 years interval of promoting of salary and shortened the scale to 50% of the current number of salary steps.
Salaries and Fringe Benefits ; Medical Staff

PURPOSE: This study was done to examine the relationships among practice environment, nursing professionalism, career commitment, and turnover intention in nurses working in small-medium sized hospitals. METHOD: This study utilized a descriptive correlational design. Data were collected using structured questionnaires from 362 nurses in 7 small-medium sized hospitals and analyzed with SPSS 18.0. RESULT: The mean scores for practice environment, nursing professionalism, career commitment, and turnover intention were 2.29 on a 4-point scale and 3.13, 2.78, 3.51 on a 5-point scale, respectively. The practice environment showed significantly positive correlations with nursing professionalism and career commitment. Nursing professionalism showed a significantly positive correlation with career commitment. The highest significant negative correlation was between practice environment and turnover intention. Nursing professionalism and career commitment had negative correlations with turnover intention. Factors having significant influence on turnover intention included age, assigned ward, average wage, practice environment, and career commitment. These factors explained 43.0% of variance in turnover intention. Practice environment was identified as the most important variable in explaining turnover intention. CONCLUSIONS: The results of this study demonstrate the necessity of improving the practice environment and increasing nurses' career commitment if turnover intention in small-medium sized hospitals is to be lowered.
Intention ; Surveys and Questionnaires ; Salaries and Fringe Benefits

PURPOSE: The purpose of this study was to analyze the role performance and related factors of the Clinical Research Coordinator (CRC). METHODS: A quantitative, cross-sectional design was used. Data were collected using a structured questionnaire from 134 Clinical Research Coordinators in 4 hospitals and analyzed using descriptive statistics, t-test, ANOVA, and Pearson correlation coefficient. RESULTS: The scores for role performance of CRC were high (average 336.51 points of a possible 420 points, mean average 5.74+/-0.67 of a possible 7) and the degree of role performance in the management task sub dimension (mean average 6.12+/-0.77 of a possible 7) was higher than any other sub dimension. Role performance of the CRC was also related to job satisfaction (r=.198, p=.023). CONCLUSION: The study results indicate that most CRC are nurses and perceive their role as very important. Further the CRC performance of activities of management task and the Coordination/Advocacy task sub dimension were high and higher levels of job satisfaction were related to higher levels of role performance of CRC was. Therefore, strategies related to improvement in the fringe benefit system and work environment should be developed to increase job satisfaction and thus increase job performance.
Job Satisfaction ; Surveys and Questionnaires ; Salaries and Fringe Benefits

The average salary of health workers who are working at medical stations from provinces to districts at present is 537.180134.465 VND/month and other salary allowances are 112.180103.733 VND/month. The minimum salary for health workers should depend on real price (44.2%) and the minimum salary at present should be 636.790 VND. The number of health workers agree to the formulation of salary at present is taken up 71.9% time of increasing salary level is two years (66.9%) and shorten 50% salary levels. It should be risen salary level before time-limit (79.5%), the years of increasing the salary before time-limit are 1.110.32 year and it should be established the regime of over salary allowances (91.5%) for health workers.
Salaries and Fringe Benefits ; Medical Staff ; Health Facilities

Data of survey on 30 centers of preventive medicine (COPM) showed that the incidence of communicable diseases were reduced from 3 to 102 times during 1990/1992-1996 on the average, especially the whooping cough in some provinces decreased 676 times, diarrhoea reduced 107 times, poliomyelitis felt 41 time. Salary and other subsidies were low, over 50% of health staffs were considered at average living standard.
Medical Staff ; Salaries and Fringe Benefits ; Epidemiology

PURPOSE: This study was conducted to investigate factors affecting the job embeddedness of workers in the manufacturing industry. METHODS: The survey was conducted on 261 workers of the manufacturing industry in P city and Y city with the help of a structured self-report questionnaire, administered between June 10 and June 30, 2017. Data were analyzed using descriptive statistics, a t-test, ANOVA, a Scheffés test, Pearson's correlation coefficients, and stepwise multiple regression. RESULTS: There were significant differences in job embeddedness according to educational level, marital status, jobs and types of employment, satisfaction with salary, stress level, and the perceived health status of the subjects. There were significant positive correlations between role clarity of job demands (r=.45), leader member exchange (r=.48), recovery experience from job stress (r=.27), and job embeddedness. From the multiple regression analysis, the most significant factors affecting job embeddedness were found to be leader member exchange (β=.43), recovery experience from job stress (β=.22), and job demand (β=.15). These variables explained 35.0% of the total variance in job embeddedness. CONCLUSION: In order to increase job embeddedness of workers in the manufacturing industry, it is necessary to prepare measures to increase job demand, leader member exchange, and recovery experience from job stress.
Employment ; Marital Status ; Recovery of Function ; Salaries and Fringe Benefits

OBJECTIVES: This study was conducted to investigate the relationship between night work and cardiovascular diseases among wage workers in Korea. METHODS: The study was based on the 3rd Korean Working Conditions Survey (KWCS; 2011). This study included 29,711 wage workers. We used the chi-squared test and logistic regression to examine the association between cardiovascular diseases and night work and cumulative night work. RESULTS: Among all of the paid workers, 12.5% reported doing night work > or = 1 day per month. Night work was significantly associated with an increased risk of cardiovascular diseases (odds ratio [OR] 1.58, 95% confidence interval [CI] 1.11-2.25). Also, compared to the group that did not do night works, the group with higher cumulative night work demonstrated an increased risk for cardiovascular diseases (OR 1.81, 95% CI 1.19-2.74). CONCLUSIONS: This study suggests that night work is significantly associated with cardiovascular diseases.
Cardiovascular Diseases* ; Korea ; Logistic Models ; Salaries and Fringe Benefits

PURPOSE: This study aimed to understand the degree of clinical nurses' emotional labor that they perceive in the relationships with people related to their work. METHODS: This study was a descriptive research, and its subjects were 167 nurses in five university hospitals located in B and Y city. The degree of emotional labor was measured with Visual Analogue Scale (VAS). Data were collected from April to May in 2015, and analyzed by descriptive statistics, t-test, ANOVA, Scheffé and Games-Howell examination. RESULTS: The score of the emotional labor of health care providers and visitors were higher than non-health care providers. Among health care providers, doctors had the highest emotional scores, and fellow nurse and nurses other departments were followed after that. Among visitors in hospital, patients and their family had the higher emotional labor scores than care givers. There was statistically significant difference in the emotional labor, according to the subjects' educational level, age, wages, job position, and working departments. CONCLUSION: Clinical nurses perceived emotional labor not only from the interaction with patients, but also from the interaction with the various other persons concerned such as health care providers, non-health care providers and visitors.
Caregivers ; Health Personnel ; Hospitals, University ; Humans ; Salaries and Fringe Benefits

OBJECTIVES: This study analyzes the effect of role stress on turnover and examines the mediating effects of organizational, career, and job commitment. METHODS: This study involved a questionnaire survey on socio-demographic characteristics, working environment, role stress, commitment, and turnover. This was administered to 272 clinical dental hygienists from February 1, 2014, to February 28, 2014, and data were analyzed using t-test, one-way ANOVA, Pearson correlation analysis, and hierarchical multiple regression. RESULTS: Turnover among dental hygienists increased when their role stress was high and the latter was significantly correlated with organizational, career, and job commitment. In the relationship between role stress and turnover, organizational and career commitment worked as the mediating factors with organizational commitment showing the biggest effect. CONCLUSIONS: In order to reduce role stress, the causes of role conflict and role overload should be systematically monitored. Improvement of the wage and working system along with expansion of specific tasks of dental hygienists to enhance their organizational and career commitment is required.
Dental Hygienists* ; Humans ; Negotiating* ; Surveys and Questionnaires ; Salaries and Fringe Benefits