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首页> 外文期刊>Journal of public health management and practice: JPHMP >Opportunities to Improve Employee Satisfaction Within State and Local Public Health Agencies
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Opportunities to Improve Employee Satisfaction Within State and Local Public Health Agencies

机译：在州和地方公共卫生机构内提高员工满意度的机会

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Context: Public health agencies will likely struggle to staff at necessary levels, given ongoing workforce shortages, the potential for mass retirement, and expanding responsibility. Although the majority of public health workers are satisfied with their jobs overall, it is critical to understand the degree to which they are satisfied and identify factors that contribute to any dissatisfaction that occurs. Objective: This study identified opportunities for public health agencies to improve work environments and, in turn, improve employee satisfaction and retention. Design: Using data from the 2014 Public Health Workforce Interest and Needs Survey, we analyze responses to the survey question, “If you wish, you may provide comments below about your level of job satisfaction.” The 2966 responses (2389 from state and 542 from local public health agencies) that indicated a negative disposition were examined to understand employee dissatisfaction. Setting: The survey was administered to a representative sample of state health departments and convenience samples of local health departments. Participants: Responses from employees of state and local health departments are considered. Main Outcome Measures: The most frequently occurring themes overall were identified. In addition, responses describing weaknesses in organizational support (specifically training, communication, workload, and innovation) were summarized. Results: The most frequently occurring themes were as follows: (1) salary, specifically in relation to the merit system, performance evaluation, and workload; (2) job security with emphasis on funding, organizational transformation, and politics/government; and (3) career development related to the merit system, performance evaluation, and management. Respondents also reported opportunities in the areas of training, communication, workload, and innovation to improve satisfaction levels. Conclusions: These findings serve as a call to action for leaders in health departments as well as national public health leaders to remedy the concerns raised in their responses. Some of the solutions are within the realm of public health agency leadership, but some may fall within the realm of governors and public health leaders at the federal level. It is important to share these findings so that appropriate decision makers can address public health workforce retention and recruitment issues in the interest of retaining valuable employees.
机译：背景：鉴于持续的劳动力短缺，大规模退休潜力，扩大责任，公共卫生机构可能会对工作人员挣扎，朝鲜工作人员斗争。虽然大多数公共卫生工作者总体上对其工作感到满意，但了解他们所满足的程度至关重要，并确定有助于任何不满意的因素。目的：本研究确定了公共卫生机构改善工作环境的机会，并转而改善员工满意度和保留。设计：利用2014年公共卫生劳动力的数据及需求调查，我们分析对调查问题的回应，“如果您愿意，您可以在下面提供评论的评论对您的工作满意度。”审查了2966份反应（来自当地公共卫生机构的542年），指出了负面处置的答复，以了解员工不满。环境：该调查由当地卫生部门的国家卫生部门和便利性样品进行管理。参与者：审议员工和地方卫生部门的答复。主要结果措施：确定总体上最常发生的主题。此外，总结了描述组织支持（特别培训，沟通，工作量和创新）中的弱点的响应。结果：最常见的主题如下：（1）薪水，具体与优点系统，绩效评估和工作量有关; （2）重点是资金，组织转型和政治/政府的工作保障; （3）职业发展与绩效制度，绩效评估和管理有关。受访者还报告了培训，沟通，工作量和创新领域的机会，以提高满意度水平。结论：这些调查结果是担任卫生部门领导人的行动，以及国家公共卫生领导人来解决他们回应中提出的担忧。一些解决方案位于公共卫生机构领导的领域，但有些解决方案可能属于州长和公共卫生领导人的联邦卫生领域。分享这些调查结果非常重要，以便适当的决策者可以解决公共卫生劳动力保留和招聘问题，以留住有价值的员工。

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