模糊综合评价法在医院科室绩效考核中的应用  

Application of the Fuzzy Comprehensive Evaluation Method for Departmental Performance Evaluation in the Hospital

作　　者：石莉[1] 王晓莉[1] 徐一秋[2] 刘畅[3] 

机构地区：[1]牡丹江医学院教育技术与信息中心网络教研室,黑龙江牡丹江157011 [2]牡丹江医学院教育技术与信息中心基础教研室,黑龙江牡丹江157011 [3]牡丹江医学院教育技术与信息中心多媒体教研室,黑龙江牡丹江157011

出　　处：《中国医疗设备》2016年第6期127-128,131,共3页China Medical Devices

基　　金：黑龙江省教育厅人文社会科学项目(12534107)

摘　　要：目的用模糊综合评价法评估医院科室绩效。方法对某医院科室绩效考核中效率指标、质量指标、发展指标、经营指标、社会效益指标等5个方面的内容进行讨论分析,结合平衡计分卡原理和专家咨询的方法,确定了各维度指标的权重,利用模糊综合评价法计算出各维度的模糊隶属度,建立矩阵,分析评价结果。结果利用该模型计算某医院科室整体绩效考核隶属度47%的比例为"好",35%为"一般",18%为"差",根据最大隶属度可以确定某医院科室绩效考核综合评价等级为"好"。结论采用多级模糊综合评价方法构建的绩效考核评估模型,具有相对客观性和合理性,能较好地解决科室绩效考核中多个指标模糊性较强的综合问题,在实际应用中,评价结果与实际考核结果一致。Objective To employ the fuzzy comprehensive evaluation method for departmental performance evaluation in hospital. Methods The departmental performance in a hospital was evaluated from the following five aspects： efficiency index, quality index, development index, operation index, social benefit index. Combined with the BSC（Balanced Score Card） principle and expert consultation method, the weight of each factor was determined. The fuzzy comprehensive evaluation method was used to obtain the fuzzy membership of all the dimensions, establish the matrix and analyze the evaluation results. Results According to the fuzzy membership of overall departmental performance evaluation in the hospital, 47% was evaluated as Good; 35% was evaluated as General; 18% was evaluated as Bad. Based on the principle of maximum degree of membership, the comprehensive departmental performance evaluation was assessed as Good. Conclusion The fuzzy comprehensive evaluation method has proved itself with the features of rationality and feasibility, which can properly solve the problem of fuzzy multiple indicators in departmental performance evaluation. In its practical application, the evaluation results are consistent with the actual evaluation results.

关 键 词：模糊综合评价法 绩效考核 效率指标 质量指标 

分 类 号：R197.3[医药卫生—卫生事业管理]