广州市卫生监督协管员激励现状及对策研究

发布时间：2019-06-08 08:11

【摘要】：卫生监督协管服务是实现公共卫生服务均等化的重要举措，夯实了卫生监督体系的网底，发挥出积极的前哨作用，有效缓解了当前卫生监督人力不足的问题。作为协管服务工作的实施主体，卫生监督协管员是卫生监督协管体系的最根本要素，协管员的素质、工作能力、工作态度等极大程度决定了协管服务工作开展水平。因此，本文选取具有较高实际运用价值的赫茨伯格保健激励双因素理论作为指导,通过文献资料分析、实地调研、咨询访谈、问卷调查、数据统计分析等方法，对广州市卫生监督协管服务工作开展情况、协管员队伍建设与管理现状进行调查，分析研究广州市卫生监督协管员的激励现状、激励需求，并构建卫生监督协管员激励模型，提出相关的激励对策及保障措施，为提高卫生监督协管员激励水平，提高工作绩效提供参考。本文共分为五个部分: 第一部分是绪论，介绍了选题的研究背景、理论基础及研究进展、研究目的与意义、研究内容与方法、质量控制与统计分析方法。第二部分描述分析了广州市卫生监督协管单位基本情况、协管服务工作开展情况以及卫生监督协管人力资源配置情况，对广州市卫生监督协管员对激励因素和保健因素的满意度与影响程度认知差异进行比较、分级，并将激励因素和保健因素重新分为三个层面。第三部分分别从保健因素和激励因素两方面阐述了广州市卫生监督协管员激励现状和存在的问题。第四部分分别从从保健因素和激励因素两方面对卫生监督协管员激励问题产生的具体原因进行了深入性的探讨分析。第五部分在构建卫生监督协管员激励模型的基础上，，提出基于双因素理论的卫生监督协管员激励对策和保障措施。结语部分介绍了研究的结论、研究创新点、研究局限与展望。本文研究的创新点是将人力资源管理中的激励研究引入卫生监督协管服务行业中，首次运用双因素理论指导广州市卫生监督协管员的激励管理，拓展了激励研究的范围，拓宽了双因素理论的研究对象。本文研究的主要成果是将双因素中的保健因素和激励因素从内部划分为主导因素、次要因素和保持因素三个层面，在制定激励措施及在实施的过程中，对不同层级的因素采取不同强度的激励措施，对主导因素采取强激励措施，对次要因素采取弱激励措施，对保持因素，则维持现状。构建了卫生监督协管员激励模型，使提出的激励对策更具有实用价值。
[Abstract]:Health supervision and management service is an important measure to realize the equality of public health services. It has consolidated the network bottom of the health supervision system, played an active role as an outpost, and effectively alleviated the problem of shortage of health supervision manpower at present. As the main body of the cooperative management service, the health supervision and management staff is the most fundamental element of the health supervision and management system. The quality, working ability and working attitude of the co-management staff determine the development level of the co-management service to a great extent. Therefore, this paper selects Herzberg's two-factor theory of health care incentive, which has high practical application value, as a guide, through literature analysis, field investigation, consultation and interview, questionnaire survey, data statistical analysis and so on. This paper investigates the development of health supervision and management service in Guangzhou, analyzes and studies the incentive status and demand of health supervision and management in Guangzhou, and constructs the incentive model of health supervision and management. The relevant incentive countermeasures and safeguard measures are put forward to provide reference for improving the incentive level of health supervision and management staff and improving work performance. This paper is divided into five parts: the first part is the introduction, which introduces the research background, theoretical basis and research progress, research purpose and significance, research content and method, quality control and statistical analysis method. The second part describes and analyzes the basic situation of health supervision and management units in Guangzhou, the development of cooperation and management services and the allocation of human resources for health supervision and management. This paper compares and classifies the cognitive differences in the satisfaction and influence degree of incentive factors and health care factors among health supervision and management staff in Guangzhou, and redivides the incentive factors and health care factors into three levels. The third part expounds the present situation and existing problems of health supervision and management staff in Guangzhou from two aspects of health care factors and incentive factors. The fourth part discusses and analyzes the specific causes of the incentive problems of health supervision officers from two aspects: health care factors and incentive factors. In the fifth part, on the basis of constructing the incentive model of health supervision and management staff, the incentive countermeasures and safeguard measures of health supervision and management staff based on two-factor theory are put forward. The conclusion part introduces the conclusion, innovation, limitation and prospect of the study. The innovation point of this paper is to introduce the incentive research in human resource management into the health supervision and management service industry, and to guide the incentive management of health supervision and management staff in Guangzhou for the first time by using the two-factor theory, which expands the scope of incentive research. It broadens the research object of two-factor theory. The main results of this paper are that the health care factors and incentive factors in the two factors are divided into three levels: leading factors, secondary factors and maintenance factors, in the process of formulating incentive measures and implementing them. Different intensity incentive measures are taken for different levels of factors, strong incentive measures are taken for leading factors, weak incentive measures are taken for secondary factors, and the status quo is maintained for maintaining factors. The incentive model of health supervision and management staff is constructed, which makes the proposed incentive countermeasures more practical.
【学位授予单位】：吉林大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D630.9;R197.2

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