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: 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

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

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: To analyze trends in salaries for registered nurses when compared with salaries for elementary school teachers from 2002 to 2009 and identify salary gaps of nurses according to workplace size and geographic location. METHODS: Data were obtained from the Occupational Employment Statistics collected by the Korea Employment Information Services each year from 2002 to 2009. The study sample consisted of 2,281 registered nurses and 2,578 elementary school teachers. Linear multiple regression analyses were conducted to analyze salary trends and differences. RESULTS: Elementary school teachers had higher monthly salaries than nurses with a baccalaureate degree after adjusting for years of work. Salary differences increased significantly by 40,000 won every year (p<.001). Nurses working in large facilities in Seoul had the highest salaries, whereas those in small/medium, non-Seoul facilities had the lowest salaries consistently over time. Salary differences between the two groups increased by 47,000 won every year (p=.001); salary differences between nurses in large, non-Seoul facilities and those in small/medium, non-Seoul facilities also increased by 40,000 won annually (p=.001). CONCLUSION: Geographical imbalances in the nurse workforce and nurse shortages in small/medium, non-capital facilities could be reduced by increasing the salary of nurses working in those facilities.
Employment ; Humans ; Information Services ; Korea ; 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

The purpose of this study was to explore the relationship between student's foodservice satisfaction and foodservice employee's job satisfaction at elementary schools. The survey was conducted on 5th and 6th grade students and foodservice employees at 19 elementary schools in Gwangju, Gyeonggi. Statistical data analysis was completed using SPSS ver. 17.0 for descriptive analysis, frequency analysis, independent sample t-test, and ANOVA. Students were highly satisfied with 'variety of menu' (3.78) and 'food taste' (3.75). The healthy group and no plate waste group showed significantly higher satisfaction levels on seven items, except 'sanitary utensil' as compared to others. Foodservice employees had high levels of satisfaction with human relationships and their jobs, but they were dissatisfied with their wages. Older employees had a high level of satisfaction with 'relationship with a dietitian' (P<0.05), whereas employees with a low level of education exhibited higher 'respect and reflection of his/her opinion on the duty' (P<0.01) and 'current duties' (P<0.05) as compared to others. The group with higher student satisfaction showed significantly higher employee job satisfaction for 11 items, including 'cooperation with co-workers' (P<0.01), 'relationship with a dietitian' (P<0.05), and inversely, the group with higher job satisfaction exhibited significantly higher student foodservice satisfaction for all nine items. Therefore, foodservice satisfaction and job satisfaction have a mutually positive influence on each other.
Data Interpretation, Statistical ; Humans ; Job Satisfaction ; 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