公立医院医务人员对职能部门管理人员绩效考核与绩效薪酬分配认知分析  

Analysis of the Staff’s Cognition on Performance Assessment and Compensation for Performance of the Managers in Administration Departments of Public Hospitals in Shanghai

作　　者：顾伟[1] 张懿中 刘钰 虞烨 夏葳[4] 薛迪[2] 潘常青[1] Gu Wei;Zhang Yizhong;Liu Yu(Pan Changqing,Shanghai Chest Hospital,Shanghai,200030,China)

机构地区：[1]上海市胸科医院,上海200030 [2]复旦大学公共卫生学院,上海200032 [3]上海市肺科医院,上海200433 [4]上海市第一人民医院,上海200940

出　　处：《中国医院管理》2022年第2期14-17,共4页Chinese Hospital Management

基　　金：上海市卫生健康委员会科研课题面上项目(202040047)。

摘　　要：目的分析上海市3所三级公立医院医务人员对所在医院职能部门管理人员绩效考核与绩效薪酬分配的认知。方法通过问卷调查,了解医务人员对所在医院职能部门管理人员绩效考核与绩效薪酬分配的认知。结果被调查的医务人员总体上认为所在医院职能部门管理人员绩效考核与绩效薪酬分配良好,但对绩效考核制度了解程度不高,对管理人员绩效考核过程的透明度和管理人员之间绩效薪酬水平差异性的恰当性评价不高。超过半数的被调查管理者认为未来职能部门管理人员的平均绩效薪酬应为医生平均绩效薪酬的0.9倍或1.0倍。结论公立医院应完善职能部门管理人员的绩效考核与绩效薪酬制度,职能部门管理人员绩效薪酬的平均水平不应显著低于医生的平均水平。Objective To analyze the staff’s cognition on performance assessment and compensation for performance of the managers in administration departments of tertiary public hospitals in Shanghai.Methods A questionnaire survey of the staff was conducted to understand their cognition on performance assessment and compensation for performance of the managers in their hospitals.Results The surveyed staff perceived that the performance assessment and compensation for performance of the managers in their hospitals was good overall.However,they did not understand the performance assessment system for managers quite well,and they did not highly evaluate the transparency of managers’performance assessment process and the appropriateness of managers’compensation difference.Over half of the surveyed managers believed that the managers in administration departments should have average compensation for performance as much as 0.9 or 1.0 times of those in physicians.Conclusion Public hospitals should improve the system of performance assessment and compensation for performance for mangers in administration departments,and the average compensation for performance for managers in administration departments are not supposed to be significantly lower than those for physicians.

关 键 词：绩效考核 绩效薪酬 职能部门 管理人员 公立医院 

分 类 号：R197.32[医药卫生—卫生事业管理]