[1]陳霄雯,賈 品,楊 杪,等.復旦大學附屬兒科醫院職工學科評估導向優化激勵政策的意愿分析及影響因素研究[J].醫學信息,2019,(22):79-83.[doi:10.3969/j.issn.1006-1959.2019.22.024]
 CHEN Xiao-wen,JIA Pin,YANG Miao,et al.A Study on the Willingness to Optimize the Incentive Policy of Staff in Children's Hospital of Fudan University Based on Disciplirary Evaluation and Its Influencing Factors[J].Medical Information,2019,(22):79-83.[doi:10.3969/j.issn.1006-1959.2019.22.024]
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復旦大學附屬兒科醫院職工學科評估導向優化激勵政策的意愿分析及影響因素研究()
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醫學信息[ISSN:1006-1959/CN:61-1278/R]

卷:
期數:
2019年22期
頁碼:
79-83
欄目:
論著
出版日期:
2019-11-15

文章信息/Info

Title:
A Study on the Willingness to Optimize the Incentive Policy of Staff in Children's Hospital of Fudan University Based on Disciplirary Evaluation and Its Influencing Factors
文章編號:
1006-1959(2019)22-0079-05
作者:
陳霄雯1賈 品1楊 杪2錢莉玲1周文浩3
(1.復旦大學附屬兒科醫院科研部,上海 201102;2.復旦大學附屬兒科醫院國家兒童醫學中心綜合事務管理辦公室,上海 201102;3.復旦大學附屬兒科醫院新生兒科,上海 201102)
Author(s):
CHEN Xiao-wen1JIA Pin1YANG Miao2QIAN Li-ling1ZHOU Wen-hao3
(1.Department of Scientific Research,Children's Hospital of Fudan University,Shanghai 201102,China;2.Department of Integrated Affairs Management,National Children's Medical Center,Children's Hospital of Fudan University,Shanghai 201102,China;3.Department of Neonatology,Children's Hospital of Fudan University,Shanghai 201102,China)
關鍵詞:
兒科醫院激勵政策學科評估意愿影響因素
Keywords:
Children's hospitalIncentive policySubject assessmentWillingnessInfluencing factors
分類號:
R197
DOI:
10.3969/j.issn.1006-1959.2019.22.024
文獻標志碼:
A
摘要:
目的 了解兒科醫院職工對基于學科評估優化激勵政策的意愿強弱,分析影響職工意愿的相關因素,為醫院管理層制定相關激勵政策提供參考依據。方法 于2019年3月~5月采用自制調查問卷以網絡問卷的形式向我院職工推送調查問卷,調查醫院激勵機制的實施情況、職工對醫院激勵機制的滿意情況,分析職工對學科評估導向的激勵政策的意愿及其影響因素。結果 共回收有效問卷427份,涵蓋了臨床、護理、醫技、行政管理等各類崗位,涉及共43個科室。約3/4的職工對醫院的激勵制度的了解程度在一般及以下。認為醫院采取的激勵措施效果比較好和非常好的占33.73%。醫院職工對學科評估導向優化激勵政策的整體意愿得分(3.62±0.75)分,介于“一般”與“愿意”之間,更靠近“愿意”。各二級維度中,調整帶薪休假天數、調整醫務人員數量、調整科研配套經費、調整研究生招生名額及分配進修交流名額這五項意愿得分高于平均意愿得分,差異有統計學意義(P<0.05);分配晉升名額、調整床位數量、年終科研獎勵進行調整、對規/專培招錄名額進行調整這四項意愿得分與平均意愿得分比較,差異無統計學意義(P>0.05);分配每月薪資、分配季度獎、分配年終獎三項意愿得分低于平均意愿得分,差異有統計學意義(P<0.05)。根據學科評估結果調整醫院激勵政策總體意愿(St)的影響因素有性別(女性>男性)、學歷(大專及以下>碩士>本科>博士及以上)和工作崗位(其他>行政>護士>醫技>醫生)。結論 兒科醫院職工對醫院的激勵機制還不是非常了解,醫院應加強激勵制度的宣傳公告。醫院采取的激勵措施效果一般,但職工對學科評估導向優化激勵政策表現出較強的意愿,管理層可優先考慮從調整帶薪休假天數、調整醫務人員數量、調整科研配套經費、調整研究生招生名額、分配進修交流名額等政策入手,調整優化激勵政策方案。制定激勵政策時,可根據不同對象分類制定,針對意愿較弱的人群,可加大激勵力度,以充分調動每一類職工的主觀能動性,推動學科發展。
Abstract:
Objective To understand the willingness of employees in children's hospital of fudan university to optimize incentive policies based on disciplinary assessment, and to analyze the relevant factors affecting the will of employees, and to provide reference for hospital management to formulate relevant incentive policies.Methods From March to May 2019, using self-made questionnaires to send questionnaires to our staff in the form of online questionnaires, to investigate the implementation of hospital incentives, the satisfaction of employees on hospital incentives, and to analyze the orientation of employees' evaluation of disciplines. The willingness to encourage policies and its influencing factors.Results A total of 427 valid questionnaires were collected, covering various positions in clinical, nursing, medical technology, and administrative management, involving a total of 43 departments. About 3/4 of the employees have a general understanding of the hospital's incentive system in the general and below. It is believed that the incentive measures adopted by the hospital are relatively good and very good, accounting for 33.73%. The overall willingness of hospital staff to optimize the incentive policy for disciplinary assessment (3.62±0.75) is between "general" and "willing" and closer to "willingness". In each of the second-level dimensions, the five willingness scores of adjusting the number of paid vacation days, adjusting the number of medical staff, adjusting the funding for scientific research, adjusting the number of postgraduate enrollment and allocation of training exchange quotas are higher than the average willingness score,the difference was statistically significant (P<0.05); the assignment promotion quota, adjustment of the number of beds, year-end research awards adjustment, adjustment of the rules/special training quotas, the four willingness scores and the average willingness score,the difference was not statistically significant (P>0.05); the distribution of monthly salary, distribution quarterly award and allocation year-end award were lower than the average willingness score,the difference was statistically significant (P<0.05). According to the results of the disciplinary assessment, the overall influencing factors of the hospital incentive policy (St) are gender (female > male),education (College and below > Master's degree > Bachelor > Doctoral and above) and Jobs (Other > Executive > Nurse > Medical Technology > Doctor). Conclusion Pediatric hospital staff are not very aware of the hospital's incentive mechanism, and hospitals should strengthen the promotion and promotion of incentive systems. The incentive measures adopted by the hospital are not satisfactory, but the employees show a strong willingness to optimize the incentive policies for the discipline evaluation. The management can give priority to adjusting the number of paid vacation days, adjusting the number of medical personnel, adjusting the research supporting funds, and adjusting the graduate enrollment quota. We will allocate policies such as training exchange quotas and adjust and optimize incentive programs. When formulating incentive policies, they can be formulated according to different objects. For those with weak will, they can increase incentives to fully mobilize the subjective initiative of each type of employees and promote the development of disciplines.

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更新日期/Last Update: 2019-11-15
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