县级公立医院医师职业吸引力提升策略研究  

Study on strategies to enhance the professional attractiveness of physicians in county-level public hospitals

作　　者：卢贵鑫 夏欧东[2] LU Guixin;XIA Oudong(School of Health Management,Southern Medical University,Guangzhou,Guangdong Province,510515,PRC)

机构地区：[1]南方医科大学卫生管理学院,广东省广州市510515 [2]南方医科大学珠江医院,广东省广州市510282

出　　处：《中国医院》2024年第12期52-56,共5页Chinese Hospitals

基　　金：广东省自然科学基金面上项目(2021A1515011446)。

摘　　要：目的:探讨县级公立医院医师职业吸引力提升策略。方法:采用SWOT分析法对县级公立医院医师队伍的内部属性和面临的外部环境进行分析。结果:县级公立医院医师职业吸引力的优势在于国家政策不断深入、服务能力日益增强;劣势在于县级公立医院医师的激励机制和管理制度还不够健全、医师不易受患者信任;机会在于县域医共体建设带动县级公立医院专科平台和学科发展、信息技术飞速进步;挑战在于县级公立医院对医师的人才引进和培养体系不够成熟、软硬件基础不足。结论:县级公立医院可以从“助力-赋能-强誉-培根-厚植”5个维度提升医师职业吸引力,即提高医师收入待遇、重视医师职业发展、增强医师职业认同、优化医师工作环境、培养医师奉献情怀。Objective:To explore strategies for improving the professional attractiveness of physicians in county-level public hospitals.Methods:The SWOT analysis method was used to analyze the internal attributes of the physician workforce and the external environment faced by county-level public hospitals.Results:The strengths of physician attractiveness in county-level public hospitals include the continuous deepening of national policies and increasing service capabilities.Weaknesses involve the incomplete incentive mechanisms and management systems,as well as the lack of trust from patients.Opportunities arise from the development of county-level medical consortia,driving the growth of specialized platforms and disciplines,along with rapid advancements in information technology.Challenges include immature talent recruitment and training systems,as well as insufficient infrastructure.Conclusion:County-level public hospitals can enhance physician attractiveness from five dimensions:"Support-Enable-Reputation-Roots-Cultivation."This includes improving physician income,focusing on career development,enhancing professional identity,optimizing the work environment,and fostering a sense of dedication.

关 键 词：县级公立医院 职业吸引力 SWOT分析 

分 类 号：R192[医药卫生—卫生事业管理]