安徽省公立医院薪酬制度研究

发布时间：2018-06-11 13:17

本文选题：公立医院 + 薪酬　；参考：《安徽医科大学》2017年硕士论文

【摘要】：目的:本研究针对安徽省公立医院薪酬制度现状,从政策分析入手,分别回顾国家和安徽省公立医院薪酬制度的发展变迁。以安徽省A医院为实证研究的样本医院,了解当前薪酬制度的实施进展和公立医院医务人员的薪酬现状,结合对样本医院的薪酬举措及成效的评价分析,发掘现行公立医院薪酬制度存在的问题。探讨当前公立医院薪酬制度改革的关键点,以期为政府和医院完善公立医院薪酬制度提供参考。方法:通过政府网站及文献资料整理,梳理国家及安徽省有关公立医院薪酬方面的要求与举措并进行政策分析。对样本医院进行现场调查和质性访谈,具体调查内容包括医务人员薪酬满意度、薪酬公平感和薪酬期望等方面。利用描述性分析、方差分析和线性回归等统计学方法,进行薪酬满意度相关影响因素及薪酬公平感相关影响因素分析。最后以政策分析结果为导向,评价分析现行薪酬制度的问题和成效,结合实际提出对策建议。结果:(1)政策分析结果显示,2009年至今有关公立医院薪酬制度改革的政策文件发布数量呈现先上升后下降再回升的趋势,整体变动幅度不大,改革核心目标是建立符合行业特点的薪酬制度,具体包括完善公立医院管理体制;优化薪酬结构;合理确定薪酬水平和落实分配自主权等多项措施要求。(2)安徽省12家样本公立医院薪酬数据显示,总体工资福利结构为基本工资15.54%,绩效奖金45.54%,津补贴12.31%,福利支出26.62%,基本呈现以绩效奖金为主的工资福利结构;2013-2015年,人员支出占业务支出比重逐年小幅度增长,2015年增长较快,省级医院该比例较市级略低。(3)A医院医务人员总体薪酬满意度得分为2.145±0.663分,其中,薪酬结构/管理维度得分最高(2.232±0.748分),薪酬提升维度得分最低(2.036±0.705分)。薪酬满意度的影响因素包括过去一年平均薪酬变化、每周工作时间是否超过44个小时、有无行政职务和学历。(4)A医院薪酬公平感得分为2.509±0.757分,其中,分配公平、程序公平和互动公平得分分别是2.209±0.779分、2.439±0.840分、2.880±0.920分。薪酬公平感的影响因素有过去一年的平均薪酬变化、每周工作时间是否超过44个小时、性别和学历。(5)A医院薪酬期望调查中,34%的调查对象月期望薪酬在8001-12000元,25%的调查对象月期望薪酬在4000-8000元。(6)A医院评价分析结果显示,薪酬制度的目标与国家和安徽省文件改革精神相符,改革各项保障措施较为全面,但是改革成效在主客观层面有待提高。结论:为了优化公立医院薪酬制度,建议细化政策条文并完善政策信息公开渠道,建立良好的政策支持环境,医院主要负责人要调整固有思维,突破事业单位的限制,加快建立医院层面和医务人员群体层面的动态调整的薪酬制度以适应时代发展,并探索建立医院内部薪酬信息沟通与传播平台,同时加强对公立医院、主要负责人和医务人员三方的考核评价体系,多部门联合监督确保薪酬改革的顺利推进。
[Abstract]:Objective: This study aims at the status of the salary system of public hospitals in Anhui province. Starting with the policy analysis, this study reviews the development and changes of the salary system in the state and Anhui public hospitals. It takes the sample hospital of the A hospital in Anhui Province as an empirical study to understand the progress of the implementation of the current salary system and the status of the salary of the medical staff in the public hospitals. In order to provide reference for the government and hospital to improve the salary system of public hospitals, the key points of the current salary system reform in public hospitals are discussed in order to provide reference for the government and hospitals to improve the salary system in public hospitals. The requirements and measures of the salary of Guan Gong Li hospital and the policy analysis are carried out. The field investigation and qualitative interview are carried out on the sample hospital. The specific investigation includes the satisfaction of the medical staff, the fair sense of salary and the expectation of salary. The compensation satisfaction is carried out by descriptive analysis, variance analysis and linear regression. Analysis of related factors and related factors of compensation equity. Finally, based on the result of policy analysis, the problems and results of the current salary system are evaluated and analyzed. The results are as follows: (1) the result of policy analysis shows that the number of policy documents published on the reform of the public medical hospital salary system from 2009 to now shows the first. The trend of the rising decline and re recovery is small. The core goal of the reform is to establish a salary system that is in line with the characteristics of the industry, including the improvement of the management system of the public hospital, the optimization of the salary structure, the reasonable determination of the salary level and the implementation of the distribution autonomy. (2) the salary data of 12 sample public hospitals in Anhui province. It shows that the overall wage welfare structure is 15.54% of the basic wage, 45.54% for performance bonus, 12.31% for Tianjin and 26.62% for the welfare expenditure, which basically presents the salary and welfare structure based on performance bonus; in the 2013-2015 year, the proportion of personnel expenditure accounts for a small increase in the proportion of business expenditure year by year. In 2015, the proportion of provincial hospitals is slightly lower than that of the municipal level. (3) A hospital The total salary satisfaction score of medical staff was 2.145 + 0.663 points, of which the score of salary structure / management dimension was the highest (2.232 + 0.748), and the score of salary promotion dimension was the lowest (2.036 + 0.705). The factors affecting the salary satisfaction include the change of average salary in the past year, whether the work time is more than 44 hours per week, and there are no administrative posts or not. (4) the score of salary fairness in A hospital was 2.509 + 0.757 points. Among them, the scores of distribution fairness, procedural fairness and interactive fairness were 2.209 + 0.779, 2.439 + 0.840, 2.880 + 0.920. The factors affecting the sense of equity were the change of average salary in the past year, whether the working hours were more than 44 hours per week, sex and education. (5) (5) medical treatment. In the survey of salary expectation of the hospital, 34% of the respondents expected a monthly salary of 8001-12000 yuan, and 25% of the respondents expected a monthly salary of 4000-8000 yuan. (6) the results of the A hospital evaluation showed that the target of the salary system was consistent with the national and Anhui file reform spirit, and the reform measures were more comprehensive, but the effect of the reform was in the subjective and objective level. Conclusion: in order to improve the salary system of public hospitals, it is suggested that the policy provisions should be refined and the policy information open channel is perfected and a good policy support environment is set up. The main leaders of the hospital should adjust their inherent thinking, break through the restrictions of the institutions, and speed up the establishment of the dynamic adjustment of the level of hospital level and the group of medical staff. To adapt to the development of the times, and to explore the establishment of hospital internal compensation information communication and communication platform, and to strengthen the evaluation and evaluation system of three parties of public hospitals, main heads and medical personnel, and joint supervision of multi departments to ensure the smooth promotion of salary reform.
【学位授予单位】：安徽医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.3

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