广西市级公立中医医院卫生人员收入现状研究

发布时间：2018-04-29 06:07

本文选题：广西 + 中医医院　；参考：《广西医科大学》2017年硕士论文

【摘要】：目的:通过调查了解2013-2015年广西市级公立中医医院卫生人员收入现状和特点,分析存在的问题和不足并针对性的提出建议,为建立体现中医药人员技术劳务价值的收入分配制度,改善中医医院薪酬管理及人力资源管理,促进中医药事业的发展和进一步深化公立医院综合改革提供借鉴。方法:通过文献研究、专家咨询等方法自行设计问卷,对广西14家市级公立中医医院的基本情况、人员收入水平和结构、人员流动等情况调查;并在每家医院选取70名卫生人员进行收入满意度、理想收入水平和分配方式等情况调查。运用描述性分析方法对医院情况、卫生人员收入情况和人员流动情况、卫生人员的态度等进行分析;运用单因素分析方法对不同类别卫生人员在收入分配态度方面是否存在差异进行分析。结果:(1)医院逐渐壮大的同时负债规模也同步扩大:三年间,负债总额增长速度为46.11%,高于总资产增长速度40.43%,至2015年负债率达57.46%。三年间医院财政收入占总收入比例逐渐增加,但仍低于全国水平:2015年财政收入占总收入8.17%,低于全国水平(9.72%)1.55个百分点;人员经费支出占医院总支出比例从26.15%上升到29.99%,但仍低于全国水平30.92%。(2)卫生人员收入逐步提高,医师、行政和后勤人员的收入增长速度在27%左右,护士和医技人员则接近21%。但与社会工资相比,仅有4家医院卫生人员的年均总收入增长幅度高于城镇单位在岗职工平均工资的增长幅度。编内人员收入较编外人员高40%-55%左右,且除医师外,其他岗位编制内外人员收入差距有拉大趋势。卫生人员收入中绩效工资占50%-60%左右,基本工资占30%-40%左右,津补贴占6%-9%,其他收入占4%-6%。编制内外人员收入差距主要以绩效工资和基本工资为主,各占一半左右。(3)医院人员流出率小于流入率。流出人员主要以辞职为主,2015年辞职人员占流出人员的78.59%。辞职人员中编外人员占90%左右,而流入人员中未获得编制的人员也是占90%左右。(4)卫生人员对目前收入和考核分配制度满意的人分别占10.52%和12.99%,其中医师满意度最低,工作年限越高、职务越高,满意度就越高。认为目前收入能体现自身价值的人占41.24%,其中医师占比最低,中层领导高于普通职工。45.15%人认为目前各岗位间收入差距不合理,医师尤甚。41.34%人认为收入应在目前基础上提高30%-60%;40.62%的人认为医务人员收入应是社会平均工资3倍;期望年薪在8万以上的占83.71%,在10万以上的占62.89%;认为浮动收入占50%的人占23.51%,其中医师认为浮动收入占比较高;96.91%人选择收入是主要激励因素,排名第一;理想收入分配因素中排前五名的分别为:工作量、服务质量、病种难易程度、经济效益、职务职称和学历等。结论:无论是与社会其他行业、社会同行业、社会平均工资还是自身要求相比,卫生人员总体收入水平较低且增速缓慢,缺乏外部竞争力。编制内外人员收入差距较大,存在同工异酬现象;不同岗位收入差距较小,未能充分体现岗位特点,因此,收入水平对内缺乏公平性。收入结构相对合理,浮动收入占比基本在大部分人期望范围内,与专家建议相差不大。卫生人员对收入水平和分配方式满意度较低。鉴于目前财政投入和人员经费支出都比较低,收入仍有可提升的空间,但同时医院的负债规模较大,任务也比较艰巨。建议:通过提高财政投入、提高人员经费支出占比、适当调整医疗服务价格、适当提高医院绩效工资总量调控水平和鼓励科研教学等多种方式提高卫生人员收入水平。同时,建立科学的绩效考核机制,完善编制管理,从“身份管理”向“岗位管理”转变。此外,要重视非经济性薪酬的激励,在政策允许范围内,适当增加或变通卫生人员的薪酬福利,增强员工归属感。
[Abstract]:Objective: To investigate the status and characteristics of the income of public health personnel in Guangxi municipal public medicine hospital of Guangxi, and to analyze the existing problems and shortcomings and to put forward some suggestions. In order to establish the income distribution system which embodies the technical and labor value of traditional Chinese medicine personnel, improve the salary management and human resource management in the traditional Chinese medicine hospital, and promote the Chinese medicine. The development of the industry and the further deepening of the comprehensive reform of public hospitals provide reference. Methods: through the literature research, expert consultation and other methods to design the questionnaire on the basis of the basic situation of the 14 municipal public hospitals in Guangxi, the level of personnel income and structure, the flow of personnel and so on; and to select 70 health personnel in each hospital to be full of income. A descriptive analysis method is used to analyze the situation of hospital, the income of the health personnel, the flow of the personnel, the attitude of the health personnel and so on, and the difference between the attitudes of different types of health personnel in the income distribution attitude is analyzed by the method of single factor analysis. Fruit: (1) the expansion of the hospital's debt scale is also expanding at the same time: in three years, the total debt growth rate is 46.11%, higher than the total asset growth rate of 40.43%. To 2015, the debt ratio reached 57.46%. three, the total income proportion of the total income increased gradually, but still lower than the national level: in 2015, the fiscal revenue accounted for 8.17% of total income, lower than the total income. The national level (9.72%) was 1.55 percentage points; the proportion of the total expenditure on the total expenditure of the hospital rose from 26.15% to 29.99%, but it was still lower than the national level 30.92%. (2), the income of the doctors, the administrative and logistics personnel was about 27%, the nurses and the medical technicians were close to the 21%. but only 4 doctors compared with the social wages. The average annual income increase of the hospital health workers is higher than the average wage of the workers in the urban unit. The income of the staff is about 40%-55% higher than that of the outside staff. Besides the doctors, the income gap between the internal and external personnel in other posts is larger than that of the doctors. The performance salary of the health personnel is about 50%-60%, and the basic salary is 30%-40% Around 6%-9%, the other income accounts for the income gap between the internal and external personnel and the basic salary of 4%-6%.. (3) the outflow rate of the hospital staff is less than the inflow rate. The outflow personnel mainly resign, and the resignations in 2015 accounted for about 90% of the resignations of the resigned personnel of the outflow personnel. The number of people who have not been compiled in the inflow is about 90%. (4) the people who are satisfied with the current income and assessment distribution system are 10.52% and 12.99% respectively. Among them, the satisfaction of doctors is the lowest, the higher the working life, the higher the job, the higher the degree of satisfaction. The people who think that the current income can reflect the value of their own account for 41.24%, of which the physician is in the ratio. At the lowest level, the middle level leader is higher than the ordinary staff.45.15% people think that the income gap between the posts is not reasonable at present. The doctors especially.41.34% people think that the income should be improved on the basis of 30%-60% at present. 40.62% of the people think that the income of medical staff should be 3 times the average social wage; the expected annual salary is 83.71% above 80 thousand, and the account for more than 100 thousand is 62.89%. Floating income accounted for 23.51% of the 50%, among which doctors thought floating income was higher; 96.91% people chose income as the main incentive factor, ranking the first; the top five of the ideal income distribution factors were the workload, quality of service, disease difficulty, economic benefit, job title and education. Compared with the industry, the social average wage or the social average wage, the overall income level of the health workers is low and the growth rate is slow, and the external competitiveness is slow. The income gap between the internal and external personnel is larger and the same work is not paid. The income gap between the different Posts is small and the post characteristics can not be fully reflected. Therefore, the income level is not fair to the inside. The income structure is relatively reasonable, the floating income ratio is basically in the range of most people's expectations, and the difference between the experts' suggestion is small. The health personnel are less satisfied with the income level and distribution mode. In view of the low financial input and personnel expenditure, the income still has the space to improve, but at the same time, the hospital has a large scale of debt. It is suggested that the income level of health personnel should be improved by improving the financial input, improving the proportion of personnel expenditure, adjusting the medical service price, improving the level of the total amount of hospital performance and salary, and encouraging the scientific research teaching to improve the income level of the health personnel. In addition, we should pay more attention to the incentive of non economic compensation and appropriately increase or change the salary and welfare of the health workers and enhance the sense of belonging of the staff within the scope of the policy.

【学位授予单位】：广西医科大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：R197.4

【参考文献】