医联体文化建设认知调查与对策研究  

Cognition survey and countermeasure study on medical alliance culture

作　　者：李璐[1] 李玉[1] 朱丽颖[1] 高桦[2] 赵乐 魏力[3] 于杰[4] LI Lu;LI Yu;ZHU Liying;GAO Hua;ZHAO Yue;WEI Li;YU Jie(Head Office,Tianjin Medical University General Hospital,Tianjin 300052,China;Operational Department,Medical Alliance Management Committee,Tianjin Medical University General Hospital,Tianjin 300052,China;Operational Department,Tianjin Medical University General Hospital Airport Branch,Tianjin 300000,China;Discipline Inspection Office,Tianjin Medical University General Hospital,Tianjin 300052,China)

机构地区：[1]天津医科大学总医院院长办公室,天津300052 [2]天津医科大学总医院医联体管委会运营部,天津300052 [3]天津医科大学总医院空港医院运营部,天津300000 [4]天津医科大学总医院纪委办公室,天津300052

出　　处：《中国农村卫生事业管理》2022年第2期115-120,共6页Chinese Rural Health Service Administration

基　　金：天津医科大学医院管理创新研究项目(2019YG01)。

摘　　要：目的 挖掘共同文化基因,探寻文化薄弱点,使文化建设成为推动医联体整合发展的精神支撑,为构建紧密型医联体提供建议。方法 2020年9月至11月,对天津市某市级城市医联体内三类成员单位进行访谈,运用丹尼森组织文化模型作为文化测量工具,通过问卷调查方式对三类成员单位员工进行医联体文化建设的认知调查,共获得有效样本597份。采用频数(%)和均值±标准差进行数据分析。结果 四种文化特质中“使命感”评分最高,“适应性”评分最低;12项文化维度中“战略导向和意图”“目标”处于高分区,“协调和整合”“患者至上”“创新变革”处于低分区,其中“创新变革”评分最低。三类成员单位评分比较,横向医联体成员对医联体文化的认可度最高,其次为集团核心,纵向医联体成员对医联体文化的认可度最低。结论 加强政府主导地位,构建责权共担的管理文化和利益捆绑的外部文化,转变思维,以基层医院为中心加强创新服务,组建层级科学分明的医联体结构。Objective To tap common cultural genes, and to explore cultural weaknesses, so as to make cultural construction be the spiritual support for the integrated development of medical alliance, and to put forward suggestions on promoting close-type medical alliance. Methods From September to November in 2020, interviews were made on 3 types of member units of a medical alliance at the city level in Tianjin. The Denison organizational culture model used as cultural measurement tool, a questionnaire survey was carried out among the staff of 3 types of member units on cognition of medical alliance culture. A total of 597 valid samples were obtained and the relevant data were analyzed using frequency and standard error of the mean. Results Among the 4 culture traits, “sense of mission” got the highest score, while “adoption” got the lowest. Among the 12 specific dimensions, “strategic orientation and intention” and “goals” got the high scores, while “coordination and integration”, “patients first” and “innovation” got the low scores, and “innovation” scored the lowest. The comparison of scores among the three types of member units, transverse member of medical alliance showed the highest cultural recognition, followed by group core member, and longitudinal member showed the lowest recognition. Conclusions It is vital to strengthen the leading role of the government and to construct management culture in which responsibilities and rights are shared as well as an external culture in which interests are tied together. Also we need to change our thinking mode to strengthen innovative services with grass-roots hospitals as the center, and set up a medical alliance structure with clear and scientific levels.

关 键 词：医联体 文化 丹尼森 认知 

分 类 号：R197.3[医药卫生—卫生事业管理]