"区办市管"模式下医务人员被长期派遣工作意愿研究  

Willingness of tertiary hospital medical staff′s long-term work at district-ownership hospitals of"municipal trusteeship"

作　　者：周雅婷 田昕[2] 程思齐 胡文爽 师云柯 代安琪 闫劲草 张柠 Zhou Yating;Tian Xin;Cheng Siqi;Hu Wenshuang;Shi Yunke;Dai Anqi;Yan Jingcao;Zhang Ning(School of Public Health,Capital Medical University,Institute of Hospital Management,Capital Medical University,Beijing 100069,China;Beijing Friendship Hospital General Committee Office,Capital Medical University,Beijing 100050,China;Medical Department of Peking University Third Hospital,Beijing 100191,China)

机构地区：[1]首都医科大学公共卫生学院,首都医科大学医院管理研究所,北京100069 [2]首都医科大学附属北京友谊医院党委办公室,北京100050 [3]北京大学第三医院医务处,100191

出　　处：《中华医院管理杂志》2021年第7期585-590,共6页Chinese Journal of Hospital Administration

基　　金：北京市社会科学基金重点项目(18GLA007);北京市社会科学基金研究基地重点项目(18JDGLA006)。

摘　　要：目的对"区办市管"模式下医务人员被长期派遣至被托管医院的意愿开展研究,探讨影响其被长期派遣工作意愿的关键因素,为进一步完善激励制度提供参考建议。方法以双因素理论为指导制定调查问卷。2019年5月,采用典型抽样方法,对北京市开展"区办市管"的两所三级甲等医院的103名医务人员的被派遣意愿开展调查,调查内容包括个人基本情况,对影响被长期派遣工作意愿的保健因素(承担家庭责任、拓展人脉关系、领导的动员与激励等)和激励因素(个人职业发展、发挥自身才能、自我成就感等)的评分。运用描述性统计分析和单因素假设检验比较不同特征人群被派遣意愿差异,构建有序多分类logistic回归模型,结合个人深入访谈法,分析医务人员长期被派遣意愿的影响因素。结果医务人员被长期派遣至被托管医院工作,最关注的前6项因素分别为合理的激励(奖励)机制、承担家庭责任、同事对被托管医院的评价、拓展人脉关系、个人职业发展、发挥自身才能。有派遣经历的医务人员被长期派遣工作意愿高于无派遣经历的人员(P<0.05),前者更注重派遣后的个人职业发展(3.91分),后者更看重派遣后的薪酬激励机制(3.95分);相比于普通医务人员,中高层管理干部被长期派遣至被托管医院的热情与意愿度更高(H=14.536,P<0.001);保健因素中的领导动员及激励机制与激励因素中的个人职业发展是影响医务人员被长期派遣工作意愿的关键因素(P<0.05)。结论"区办市管"模式中,医务人员被长期派遣工作意愿有待加强,受托医院管理者应结合不同类别、不同层次医务人员的需求,保障被派遣医务人员薪酬及绩效补助,助力其实现职业生涯规划,激发其主观能动性,提升其被长期派遣的意愿。Objective To study the willingness of the medical staff of tertiary hospitals to be dispatched to work for a long time at the district hospitals under the"municipal trusteeship of district-ownership hospitals"mode,and explore the key factors that affect their long-term willingness,for references of optimizing the incentive system of the model.Methods A questionnaire was designed as guided by the two-factor theory.In May 2019,a typical sample survey was made to investigate 103 medical staff of two tertiary hospitals in Beijing on their willingness to be dispatched to hospitals of district ownership.The survey covered such aspects as their basic personal information,hygiene factors(family responsibility,interpersonal connections expansion,mobilization and encouragement of leaders,etc.),and incentive factors(personal career development,greater potential giving play to their own talents,self-achievement,etc.).Descriptive analysis and univariate hypothesis testing were used to compare the differences of the dispatch willingness of staff of different characteristics.Meanwhile,an ordinal multinomial logistic regression model was built to analyze the influence factors of long-term dispatch willingness of these staff along with individual in-depth interviews.Results The medical staff when they were dispatched to work at the entrusted hospitals for a long time,were concerned mostly with top six factors.These factors refered to a reasonable incentive(rewards)mechanism,family responsibility,colleague evaluation of the entrusted hospital,interpersonal connections expansion,personal career development,and potential unlocking.Those staff with dispatch experience had higher willingness to be dispatched than those without(P<0.05).The former saw higher of their personal career development resulting from the dispatch(3.91 points),while the latter saw higher their post-dispatch salary incentive mechanism(3.95 points).Compared with common medical staff,medium and high level management staff were more willing to be dispatched for a lo

关 键 词：卫生人力 区办市管 医务人员 工作意愿 长期派遣 双因素理论 

分 类 号：R197.1[医药卫生—卫生事业管理]