公平视角下护理人员绩效工资分配的改善策略  

Study on Improvement Strategy for the Distribution of Performance Related Pay of Nursing Staff from the Perspective of Equity

作　　者：曹志辉[1] 王大力[2] 刘云东[2] 何振仿[1] 宋渝丹[1] 郑贺英[2] 韩彩欣[1] 

机构地区：[1]华北煤炭医学院管理系,河北唐山063000 [2]华北煤炭医学院附属医院,河北唐山063000

出　　处：《中国医院管理》2010年第12期74-76,共3页Chinese Hospital Management

基　　金：唐山市科技局科技攻关项目(08130202C-8);河北省卫生厅指导性课题(20090634)

摘　　要：描述了医疗机构护理人员绩效工资分配办法的现状,在提出基本工资发放存在显性不公平的基础上,进一步揭露了绩效工资分配中的隐性不公平问题,即基本工资较高一方侵占了工资较低一方的部分绩效工资。同时,提出绩效工资分配中隐性不公平程度与护理人员的工资差距和低工资护理人员的数量密切相关。针对传统分配办法的隐性不公平现象,提出了改善绩效工资分配不公平的策略并对改进的效果进行了验证。最后,指出了新型绩效工资分配办法的主要功能主要在于改进公平,而不是提高效率,并应用利益相关者分析方法,对新型分配制度的可行性进行了分析和讨论。The present status of the distribution of performance related pay of nursing staff is pointed out.On the base of pointing out explicit equity in the distribution of basic salary,implicit equity in the distribution of performance related pay is further proposed,namely that the higher basic salary party expropriates the performance related pay of the lower basic party.Furthermore,it is pointed out that the degree of inequity in performance related pay is closely related to deviation among nursing staff and the quantity of the lower basic salary nurses.In order to overcome the inequity in income distribution,the strategy is proposed to promote equity in the distribution of performance related pay,and the result of the new strategy is appraised.It is pointed out that the key function of the new distribution method is to improve equity,instead of increasing efficiency.Finally,stakeholder analysis is used to analyze and discuss the feasibility of the new distribution scheme.

关 键 词：绩效工资 非在编护士 公平 

分 类 号：R197.3[医药卫生—卫生事业管理]