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

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

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

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: 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

PURPOSE: The objective of this study is to investigate the work performances and the factors contributing to the work performance of nutrition teachers and school dieticians according to employment status in Daejeon and Chungcheongnamdo. METHODS: A survey was conducted among 415 school dieticians from selected elementary, middle, and high schools in the area. This survey was used for analysis of the general characteristics and the status of working and foodservice environments. The frequency of occurrence was measured using the chi2-test while analysis of differences in work performance of 57 variables grouped according to 12 categories by mean +/- SD was performed using student t-test. In addition, a regression analysis was performed to assess the influence of occupational (working and foodservice) environment on work performances. RESULTS: All 14 environmental factors including general characteristics were different between nutrition teachers and school dieticians. In 12 of 57 variables there were significant differences in work performance between the two groups. When compared using average work performance, 5 domains showed significant difference in work performance between the two groups. These 5 domains were other works (T = 6.050), dietary habit guide (T = 4.789), menu (nutrition) management (T = 3.524), foodservice administration and evaluation (T = 2.757), and production and service management (T = 2.588). Overall, the work performances of nutrition teachers were comparably higher than those of school dietitians. A correlation analysis between occupational (working or foodservice) environments and work performances of the two groups showed that the work performances of nutrition teachers were influenced by the number of employees, number of students, meal frequency a day, annual salary, age, foodservice years of school, and school type. CONCLUSION: Meanwhile, the work performances of school dieticians were influenced by the number of students, number of employees, meal frequency a day, work hour, education level, age, school type, and service years as a dietitian.
Education ; Employment ; Food Habits ; Humans ; Meals ; Nutritionists* ; Salaries and Fringe Benefits

This study was designed to investigate the correlation between perceived TQM performance and job satisfaction of dietitians. The objective of the study is to help the management of foodservice by providing a direction which will elevate perceived TQM performance of dietitians and presenting plans which will ensure effective foodservice management. The survey sample was dietitians (n=308) who were charged with foodservice management. The questionnaires requested information about demographics self-perception of TQM importance and performance levels, and job satisfaction. According to the TQM importance and performance analysis, the level of performance was typically high in TQM items recognized as important by dietitians and low in areas where the recognized level of importance was low. Analysis was conducted on the job satisfaction according to demographic characteristics. The level of satisfaction in terms of salary and promotion increased relatively for those working in the industries and those who were older, married, and full-time employees with longer careers. The lesser the number of working hours, the higher their satisfaction levels were. Canonical correlation analysis between TQM performance and job satisfaction indicated higher canonical correlation (canonical correlations coefficient: 0.59). In conclusion, TQM performance-job satisfaction showed higher canonical correlation. When information exchange via network is made possible and more external customer recognition is gained, it increases the level of job satisfaction. The above results suggest that further research on the scope of TQM performance is thoroughly needed and continual training is necessary for foodservice managers.
Demography ; Job Satisfaction* ; Nutritionists* ; Salaries and Fringe Benefits ; Self Concept

PURPOSE: This study was done to measure the level of social support, self-esteem, and empowerment and to identify any effect of social support and self-esteem on the empowerment of nurses. METHODS: The study design was a descriptive survey using questionnaires which were given to 381 nurses in C province. The collected data were analyzed using descriptive analysis, t-test, ANOVA, Pearson correlation coefficient, and multiple regressions. RESULTS: The mean score for nurses' empowerment was 2.83+/-0.66. Seven individual characteristics, social support(family, meaningful persons, supervisors, and co-workers) and self-esteem accounted for 23.3% of the variance in nurses' empowerment. Prediction elements influencing empowerment of nurses were salary per month, self-esteem, and social support(supervisors). CONCLUSION: The results indicate that it is necessary to increase nurses' empowerment. Social support by supervisors and self-esteem were confirmed as important factors to increase nurses' empowerment. In addition, raising the monthly average income would increase empowerment of nurses.
Humans ; Power (Psychology)* ; Surveys and Questionnaires ; Salaries and Fringe Benefits ; Sociology