某医院健康管理中心职工绩效考核指标体系的构建研究  

Research on the construction of employee performance appraisal index system in the health management center of a hospital

作　　者：白云瑞 王倩 胡洁怡 葛旭红 王露[1] 冷松[1] BAI Yunrui;WANG Qian;HU Jieyi;GE Xuhong;WANG Lu;LENG Song(Health Management Center,Second Affiliated Hospital of Dalian Medical University,Dalian 116023,Liaoning,China)

机构地区：[1]大连医科大学附属第二医院健康管理中心,辽宁大连116023

出　　处：《健康体检与管理》2024年第3期224-229,237,共7页Journal of Health Examination and Management

摘　　要：目的:通过对某医院健康管理中心职工绩效考核实施情况的研究,构建绩效考核指标体系,为中心职工绩效考核提供参考方向。方法:现场调查并查找相关资料,编制《某医院健康管理中心职工绩效考核指标体系的构建研究》征询问卷,运用德尔菲法和层次分析法对相同20名专家老师前后两次征询修改意见,最终确定职工绩效考核指标体系,对其进行信度和效度检验,并计算各项指标的权重来确定关键考核指标。结果:两次匿名函询专家权威系数分别为0.784和0.823、专家协调系数分别为0.853和0.902(P<0.05),问卷回收率均为100%,修改率分别为29.0%和12.9%;最终该考核指标体系包含4项一级指标,25项二级指标,信度系数为0.943,效度检验KMO值为0.837(P<0.05),一级指标中职工属性权重占比34.5%,行风管理占比27.8%,工作评价占比20.7%,科教能力占比17.0%;二级指标中权重占比较高的为行政职务、学历、合理推荐体检项目分别为11.0%、7.8%、7.1%,占比较低的为加班时长、科室领导评价分别为0.6%和0.8%。结论:考核中心职工工作质量的同时,应当注重职工个人属性成分的重要性,科研能力考核的必要性,激励职工不断学习,科学提升服务水平和工作效率。Objective:Through the study of the implementation of employee performance appraisal in a hospital’s health management center,the performance appraisal index system is constructed to provide a reference direction for the center’s employee performance appraisal.Methods:On-site investigation and find relevant information,prepare“a hospital health management center staff performance appraisal index system construction research”questionnaire,the use of Delphi method and hierarchical analysis on the same 20 experts and teachers before and after the two times to ask for modifications,and ultimately to determine the staff performance appraisal index system,its credibility and validity test,and the calculation of the weights of the indexes to determine the key appraisal indexes.Results:The coefficient of authority of the two anonymous correspondence experts was 0.784 and 0.823,the coefficient of coordination of experts was 0.853 and 0.902(P<0.05),the recovery rate of the questionnaire was 100%,and the modification rate was 29.0%and 12.9%,respectively;finally,the appraisal index system contained 4 first-level indexes and 25 second-level indexes,with the coefficient of confidence of 0.943,and the value of KMO of 0.837(P<0.05).The reliability coefficient was 0.943 and the validity test KMO was 0.837(P<0.05).The weight of the first-level indexes was 34.5%for employee attributes,27.8%for ethical management,20.7%for work evaluation,and 17.0%for scientific and educational ability;the second-level indexes with higher weights were administrative position,education,and reasonably recommended medical checkup items,which were 11.0%,7.8%,and 7.1%respectively,and the one with a lower percentage was the number of hours of overtime work,Section leadership evaluation were 0.6%and 0.8%respectively.Conclusion:While assessing the quality of the work of the center's employees,attention should be paid to the importance of the components of the personal attributes of the employees,the necessity of scientific research ability assessment,

关 键 词：健康管理中心 绩效考核 指标体系 德尔菲法 层次分析法 

分 类 号：R194.3[医药卫生—卫生事业管理]