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

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: 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: 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

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

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

PURPOSE: The purpose of this study was to explore the predictors of turnover intention among nurses working in small and medium-sized hospitals in South Korea. METHODS: Data were obtained from a survey conducted in 2016 on welfare policy and system improvement. The participants were nurses of the Korean Nurses Association who worked in small and medium-sized hospitals. The responses of 2,011 nurses were analyzed using hierarchical multiple regression analysis, which was performed to explore the predictors of nurses' turnover intentions. RESULTS: The findings of this study showed that the predictors significantly reducing nurses' desire to leave their hospitals were a 40-hour workweek, satisfaction with the salary, and six out of the 40 fringe benefits provided by their hospitals: the provision of uniforms and work shoes, paid menstrual leave, operational costs for the department, job-related educational costs, and in-house nurse training program. CONCLUSION: These findings suggest that hospitals should provide proper work hours and reasonable rewards for nurses' work in order to reduce turnover intention among their nurses.
Education ; Intention* ; Korea ; Personnel Turnover ; Reward ; Salaries and Fringe Benefits ; Shoes