重庆市基层医疗卫生机构绩效工资实施情况研究

发布时间：2018-05-16 16:23

本文选题：基层医疗卫生机构 + 绩效　；参考：《重庆医科大学》2017年硕士论文

【摘要】：研究目的本课题以了解当前绩效工资实施现状,分析重庆市基层医疗卫生机构实施绩效工资对医务人员工资收入和工作积极性的影响为基础,探讨实施中的问题及原因并提出相应政策建议,为政策的高效实施提供理论依据和实证支撑。研究方法1.文献研究法。查阅国内外有关医疗机构绩效工资制度实施的文献,对信息资料、各类文献及数据进行整理归纳,为本研究提供理论依据。2.问卷调查法。采用分层随机抽样法对重庆市“五大功能区”5个区县15家基层医疗卫生机构的医务人员随机抽样开展问卷调查。3.访谈调查法。拟定半结构访谈提纲,对所选择的样本基层医疗卫生机构领导进行定性访谈,了解各基层医疗卫生机构绩效工资及考核指标的具体实施情况。4.定量与定性研究法。运用Excel2016进行数据录入与整理,运用SPSS22.0软件进行卡方检验及二分类非条件Logistic回归分析。研究结果1.绩效工资满意度不高,精神激励措施不够重视;2.绩效工资政策宣传不足,医务人员缺乏深入认知;3.绩效工资水平较低,不具备外部竞争优势;4.绩效工资分配不尽合理,未起到内部激励作用;5.绩效考核指标体系未完善,不能全面反映业绩情况;6.绩效考核结果沟通反馈机制尚未建立,不利于改进绩效。研究结论1.绩效工资总量仍有较大提升空间,有利于提高外部竞争优势;2.加大绩效工资分配区分度,完善绩效考核指标体系,适当调整奖励性绩效工资在绩效工资中占比有利于内部分配公平;3.建立有效绩效考核结果沟通交流与反馈机制,增加基层医务人员对绩效工资制度政策的充分认知,重视精神激励措施有利于调动医务人员工作积极性。对策建议1.提高绩效工资总额,体现外部公平性2.合理制定绩效工资分配方案,体现内部公平性3.科学细化绩效考核指标体系,增强绩效考核激励作用4.建立完善绩效考核沟通反馈机制,提升医务人员认同感5.重视精神激励措施,提高绩效工资实施满意度6.提高医务人员认知水平,明确绩效工资实施目的
[Abstract]:The purpose of the study is to understand the current situation of the implementation of the performance salary, and analyze the impact of the implementation of the performance wage on the salary and enthusiasm of the medical staff in Chongqing, and discuss the problems and reasons in the implementation and provide the relevant policy suggestions to provide the theoretical basis and empirical support for the effective implementation of the policy. Research method 1. literature research method, consulting the literature on the implementation of the performance wage system of medical institutions at home and abroad, sorting out the information, all kinds of literature and data, providing theoretical basis for this study based on.2. questionnaire. Using stratified random sampling method, 15 basic medical and health care in 5 districts and counties of the "five major functional areas" of Chongqing City The medical staff of the institutions were randomly sampled to investigate the.3. interview survey method. A semi structured interview outline was drawn up to conduct qualitative interviews with the leaders of the selected medical and health institutions, and to understand the specific implementation of the performance salary and assessment indexes of the grass-roots medical institutions, and the.4. quantitative and qualitative research method. The application of Excel2016 was carried out. Data entry and sorting, the use of SPSS22.0 software for chi square test and two classification of non conditional Logistic regression analysis. Results 1. the results of performance salary satisfaction is not high, mental incentives are not paid attention to; 2. performance wage policy is insufficient publicity, medical staff lack of in-depth cognition; 3. performance salary level is low, no external competitive advantage; 4. performance The distribution of effective wages is not reasonable and does not play an internal incentive function; 5. the performance evaluation index system is not perfect and can not fully reflect the performance; 6. the communication and feedback mechanism of the results of performance assessment is not established, which is not conducive to improving performance. Conclusion the total amount of performance salary of the study 1. still has a greater lift space, which is beneficial to improve the external competitive advantage; 2. increase the performance. Effective wage distribution area division, perfect performance evaluation index system, appropriate adjustment of incentive performance wage in performance wage is beneficial to internal distribution equity; 3. establish effective performance assessment results communication and feedback mechanism, increase the basic cognition of basic medical staff to performance salary system policy, and pay attention to the advantages of spiritual incentives. To mobilize the enthusiasm of medical staff. Countermeasures 1. improve the total performance salary, reflect the external fairness, 2. rationally formulate the performance salary distribution scheme, reflect the internal fairness 3. scientifically refine the performance evaluation index system, enhance the performance appraisal incentive effect 4. to establish a perfect performance test and nuclear communication feedback mechanism, and improve the sense of identification of 5 medical personnel 5 We should pay attention to the spiritual incentive measures, improve the implementation of performance pay satisfaction 6., improve the cognition level of medical personnel, and make clear the purpose of performance pay.

【学位授予单位】：重庆医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.1

【相似文献】