Objective To analyze salary situation of non⁃establishment personnel in public hospitals in Guangxi under the background of salary system reform based on equity theory, providing reference for improving equal pay for equal work policy for both establishment and non⁃establishment personnel. Method A stratified random sampling method was used to select 6388 non⁃establishment personnel from 39 public hospitals in Guangxi as the survey subjects. Their after⁃tax monthly salary, salary expectations, the impact of establishment on salary treatment, salary distribution fairness, and salary satisfaction were surveyed. Binary Logistic regression model was employed to identify the influencing factors for the salary satisfaction of non⁃establishment personnel. Results (1) The after⁃tax monthly salary of non⁃establishment personnel mainly fell within the ranges of 3001⁃5000 yuan (35.33%) and 5001⁃7000 yuan (28.32%), including 75.81% of the non⁃establishment personnel with a monthly average income of ≤7000 yuan, whereas 80.09% of the non⁃establishment personnel with expectation of their salary to be increased by 30%⁃50% based on the current salary level. (2) Most non⁃establishment personnel believed that the establishment of their hospital had a varying degree of influence on their work (accounting for 95.84%), there were certain or significant differences in the salaries of personnel with different⁃level establishment management in the hospitals (accounting for 66.19%), and the main disparity in treatment lies in the aspects of salary and benefits (accounting for 76.68%). More than half of the personnel believed that the salary they received can or basically can reflect their personal value (accounting for 60.47%), as well as technical labor and risk value of different positions (accounting for 60.20%). (3) The overall satisfaction with the salary of non⁃establishment personnel was 26.11%. Hospital type, whether the staff in the department was sufficient, the degree of overall influence of the establishment on the work, the salary gap among personnel with different⁃level establishment management, whether the salary can reflect the labor value of the individual, and whether the salary can reflect the technical labor and risk value of the position, were the influencing factors for their salary satisfaction (P<0.05). Conclusion At present, the overall salary level of non⁃establishment personnel in public hospitals in Guangxi is relatively low, and the external, internal and individual fairness of salary distribution still need to be improved. It is suggested to establish a policy coordination mechanism between the salary system reform and the “medical⁃insurance⁃medicine” linkage reform, to implement position⁃based salary and performance⁃based remuneration, and to enhance the fairness of salary distribution.

无