Salary distribution plays a core role in workforce administration in public hospitals, which also serves as a key factor that affects the performance of medical staff and realizes their own value. In this paper, we designed a salary distribution scheme based on RBRVS method, selected nursing staff of a top-tier general hospital in province A as the survey object, collected data by distributing and recovering questionnaires, and the questionnaires underwent reliability and validity verification via the factor analysis method. Finally, the determinants of nursing staff’s compensation contentment were examined from the remuneration framework, pay grade, performance-based incentives, and pay structure, with both correlation and regression methods employed for data analysis. According to the results of the analysis, the differences in overall satisfaction among public hospital employees of different genders, ages, civil statuses, hospital grades, occupational categories, and titles reached statistical significance (P < 0.05), and the linear regression model established for the compensation distribution of healthcare workers in public hospitals was: y Overall Satisfaction = -2.036 + 0.521×X1,+ 0.291×X2 + 0.227×X3 + 0.179×X4. Public hospital salary distribution should focus on improving the guaranteed and differentiated financial compensation mechanism, establishing a diverse and accountable remuneration system, constructing a salary level that meets the characteristics of the industry, optimizing and adjusting the salary structure, and setting up an evidence-based performance evaluation framework, among other measures, with the aim of enhancing the salary satisfaction of medical and nursing staff in public hospitals.
