Table 4.
Pay satisfaction stratification analysis
| Intention to leave current hospital (N = 2423) | |||||||
|---|---|---|---|---|---|---|---|
| N | Mild | Moderate | Strong | Model 2 | |||
| Total (%) | N (%) | OR | 95% C.I. | ||||
| Good pay satisfaction | 452 (100) | ||||||
| Work hours | |||||||
| < =48 | 161 (35.6) | 100% | 120 (74.5) | 31 (19.3) | 10 (6.2) | 1 | |
| 49–59 | 115 (25.4) | 100% | 87 (75.7) | 22 (19.1) | 6 (5.2) | 0.85 | 0.46–1.56 |
| 60–88 | 156 (34.5) | 100% | 115 (73.7) | 32 (20.5) | 9 (5.8) | 1.05 | 0.59–1.86 |
| > =89 | 20 (4.4) | 100% | 13 (65.0) | 4 (20.0) | 3 (15.0) | 1.02 | 0.33–3.13 |
| Moderate pay satisfaction | 1244 (100) | ||||||
| Work hours | |||||||
| < =48 | 381 (30.6) | 100% | 250 (65.6) | 115 (30.2) | 16 (4.2) | 1 | |
| 49–59 | 331 (26.6) | 100% | 190 (57.4) | 108 (32.6) | 33 (10.0) | 1.52* | 1.10–2.11 |
| 60–88 | 440 (35.4) | 100% | 249 (56.6) | 154 (35.0) | 37 (8.4) | 1.57** | 1.15–2.13 |
| > =89 | 92 (7.4) | 100% | 48 (52.2) | 32 (34.8) | 12 (13.0) | 2.00** | 1.21–3.32 |
| Bad pay satisfaction | 727 (100) | ||||||
| Work hours | |||||||
| < =48 | 176 (24.2) | 100% | 65 (36.9) | 61 (34.7) | 50 (28.4) | 1 | |
| 49–59 | 157 (21.6) | 100% | 54 (34.4) | 53 (33.8) | 50 (31.9) | 1.08 | 0.71–1.64 |
| 60–88 | 299 (41.1) | 100% | 109 (36.5) | 100 (33.4) | 90 (30.1) | 0.93 | 0.64–1.35 |
| > =89 | 95 (13.1) | 100% | 28 (29.5) | 32 (33.7) | 35 (36.8) | 1.14 | 0.68–1.91 |
This table has adjusted the impact of age, gender, marital status, seniority at current hospital, clinical setting, supervisor, hospital level, hospital ownership, health promoting hospital status, health status, and job satisfaction. (2) The interaction P value is 0.447, which was far away from achieving statistically significant level
*P < 0.05 **P < 0.01