公立医院护理绩效薪酬分配方案的构建与实践  

Construction and implementation of nursing performance and salary distribution system in public hospitals

作　　者：王琳[1] 刘淑红[1] 陈丽[1] 李江峰[1] 袁美玲 高玉芳[2] WANG Lin;LIU Shuhong;CHEN Li;LI Jiangfeng;YUAN Meiling;GAO Yufang(Operations Management Department,The Affliated Hospital of Qingdao University,Qingdao,Shandong province,266003,China)

机构地区：[1]青岛大学附属医院运营管理部,山东省青岛市266003 [2]青岛大学附属医院医院管理研究所,山东省青岛市266003

出　　处：《中国护理管理》2022年第8期1247-1252,共6页Chinese Nursing Management

摘　　要：目的 :构建公立医院护理绩效薪酬分配方案并核验其效果。方法 :在文献研究及专题研讨基础上,明确护理绩效考核指标体系,构建护理绩效薪酬分配方案,并通过绩效综合管理与服务平台辅助实施。在方案应用前后,对护士及患者的满意度进行比较。结果 :建立以岗位工作量为基础的综合绩效管理和薪酬分配方案,护理绩效薪酬改革后护士工作满意度增加,差异有统计学意义(P<0.05),患者满意度逐年上升。结论 :经过临床实践与持续改进,该护理绩效薪酬分配方案充分调动了护士的工作积极性,提高了护理质量,改善了医院运营状况,可供参考与借鉴。Objective:To explore the reform plan of performance pay and verify its effect.Methods:On the basis of literature research and thematic discussion,the index system of nursing performance assessment was clarified,and the nursing performance compensation distribution scheme was constructed,which was assisted by the performance comprehensive management and service platform.The satisfaction of nurses and patients were compared before and after the application of the scheme.Results:After the comprehensive performance management and salary distribution scheme based on job workload was established,the job satisfaction of nursing staff increased,and the difference was statistically signifcant(P<0.05).The patient satisfaction increased.Conclusion:After clinical practice and continuous improvement,the nursing performance allocation scheme can fully mobilize the work enthusiasm of nurses,improve nursing quality and improve hospital operation,which can be used for reference.

关 键 词：公立医院 护士 护理绩效改革 薪酬分配 

分 类 号：R47[医药卫生—护理学] R197[医药卫生—临床医学]