Abstract：Objective To investigate the current status of compensation justice and turnover intention of clinicians in a tertiary hospital, and to explore the dimensions of salary fairness and influence on turnover intention. Methods In March 2021, a self-made questionnaire was used to investigate the salary fairness and turnover tendency of clinicians in a tertiary hospital. Results A total of 210 copies were issued, 205 copies were recovered, 204 valid questionnaires were issued, and the effective recovery rate was 99.51%. There was no statistically significant difference in the comparison of physicians’ salary fairness, its dimensions, and turnover intention scores with different demographic indicators (P ＜ 0.05). Procedural and interactive fairness (r = -0.440), distribution fairness (r = -0.323) was significantly negatively correlated with turnover intention (P ＜ 0.01). Procedural and interactive fairness was positively correlated with distribution fairness (r = 0.707, P ＜ 0.01). Regression analysis showed that the process and the sense of interaction justice were the influencing factors of turnover intention (P ＜ 0.01), and the explanation rate was 22.5%. Conclusion Physicians’ sense of salary fairness is low, and their turnover tendency is weak. Salary fairness is divided into two dimensions: distribution fairness, procedure and interaction fairness. The sense of fairness of procedures and interactions negatively affects turnover intention. It is recommended to strengthen the fairness of the hospital’s salary system and increase the participation of doctors in the formulation and revision of the salary system.
陶梦琪 鲁欣怡 陈晶▲. 某三甲医院医师薪酬公平感与离职倾向的关系[J]. 中国医药导报, 2022, 19(5): 52-55.
TAO Mengqi LU Xinyi CHEN Jing▲. Relationship between doctors’ sense of compensation justice and turnover intention in a tertiary hospital #br#. 中国医药导报, 2022, 19(5): 52-55.
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