双因素激励理论指导下公立医院人力资源管理的实践  

Practice of Human Resource Management in Public Hospitals under the Guidance of Two-factor Incentive Theory

作　　者：王宁 WANG Ning(Department of Political Engineering,Xintai Second People's Hospital,Xintai,Shandong Province,271200 China)

机构地区：[1]新泰市第二人民医院政工科,山东新泰271200

出　　处：《中国卫生产业》2021年第13期41-44,共4页China Health Industry

摘　　要：双因素理论即激励-保健理论,在激发人才工作积极性方面具有激励与保健的双重作用,其在满足保健因素同时提高激励因素,切实减少甚至消除员工不满度,提高工作主动性。运用于公立医院的人力资源管理,确保既定工作量同时,有效地发挥激励因素影响,进而更好地保持人才间的可持续、动态竞争,达到提高医务人员待遇、调动工作积极性的目的。故在公立医院人力资源管理上以双因素激励理论为基础,充分界定保健与激励因素,从而确保医院人才队伍的竞争性、激励性,在落实院内绝大部分员工保健因素同时,加强对各类人才的激励因素管理,做好考评,为医院发展战略的实施打下坚实基础。该文对公立医院人力资源管理中双因素激励理论应用进行了综述。The two-factor theory is the motivation-health theory.It has the dual role of motivation and health care in stimulating the enthusiasm of talents.It can meet health care factors while increasing motivation factors,effectively reducing or even eliminating employee dissatisfaction,and improving work initiative.It is applied to the human resource management of public hospitals to ensure the established workload while effectively exerting the influence of incentive factors,so as to better maintain the sustainable and dynamic competition among talents,and achieve the purpose of improving the treatment of medical staff and mobilizing the enthusiasm of work.Therefore,in the human resource management of public hospitals,the two-factor motivation theory is used as the basis to fully define health care and motivation factors,so as to ensure the competitiveness and motivation of the hospital’s talent team.While implementing most of the staff health factors in the hospital,strengthen the management of the incentive factors of talents and complete evaluation,lay a solid foundation for the implementation of the hospital's development strategy.This article reviews the application of two-factor motivation theory in human resource management in public hospitals.

关 键 词：双因素激励理论 保健因素 激励因素 公立医院 人力资源管理 

分 类 号：R197.32[医药卫生—卫生事业管理]