摘要
目的探讨绩效考核及激励机制在提高口腔科医生工作质量中的效果。方法对本院口腔科2018年1月至2019年2月期间未实施绩效考核及激励机制,包括15例医生,设为对照组。2019年3月至2020年12月期间实施绩效考核及激励机制,包括15例医生,设为研究组。选择本科室的作为研究对象,期间无人员更换,以统计学对两组口腔科医生临床操作评分、理论知识评分、临床态度评分、日均门诊人次、患者平均住院天数等工作质量指标、工作质量合格率、患者对医生工作的满意度、医患纠纷事件发生率等数据进行处理分析。结果研究组临床操作评分、理论知识评分、临床态度评分明显高于对照组,日均门诊人次明显多于对照组,患者平均住院d数明显长于对照组(P<0.05)。研究组工作质量合格率98.80%、患者对医生工作的满意度94.00%明显高于对照组96.60%、85.00%(P<0.05)。研究组医患纠纷发生率0.40%明显低于对照组3.60%(P<0.05)。结论绩效考核及激励机制应用于口腔科能提高医生的工作质量以及患者对医生工作的满意度,减少医患纠纷,建议优先选择。
Objective To explore the effect of performance appraisal and incentive mechanism in improving the quality of dentist's work.Methods The 15 doctors in the Department of Stomatology in our hospital who did not undergo performance appraisal and incentive mechanisms from January 2018 to February 2019 were set up as the control group.The 15 doctors in the Department of Stomatology in our hospital who underwent performance appraisal and incentive mechanisms from March 2019 to December 2020 were set up as the study group.The patients in our department were selected as the research objects.During the period,there was no staff replacement.The work quality indicators,including clinical operation scores,theoretical knowledge scores,clinical attitude scores,the daily average number of outpatient visits,and the average number of patients hospitalized,the work quality qualification rate,patient satisfaction with doctors,and the occurrence rate of medical dispute were processed and analyzed.Results The clinical operation scores,theoretical knowledge scores,and clinical attitude scores of the study group were significantly higher than those of the control group.The average number of outpatient visits per day of the study group was significantly more than that of the control group,and the average number of hospitalization was significantly longer than that of the control group(P<0.05).The work quality qualification rate(98.80%)and the patient's satisfaction(94.00%)of the study group were significantly higher than those(96.60%and 85.00%)of the control group(P<0.05).The incidence of medical dispute in the study group(0.40%)was significantly lower than that(3.60%)in the control group(P<0.05).Conclusion The application of performance appraisal and incentive mechanism in Department of Stomatology can improve the work quality of doctors and the satisfaction of patients,reduce medical dispute,and it is recommended to choose first.
作者
韩雪松
李秀娟
王淑红
HAN Xuesong;LI Xiujuan;WANG Shuhong(Department of Stomatology,Affiliated Hospital of Hangzhou Normal University,Hangzhou 310015,China;Department of Stomatology,Zhejiang Litongde Hospital,Hangzhou 310012,China)
出处
《中国现代医生》
2021年第23期68-71,共4页
China Modern Doctor
基金
浙江省科技计划项目(2018C35028)。
关键词
绩效考核
激励机制
口腔科
医生
工作质量
满意度
医患纠纷
Performance appraisal
Incentive mechanism
Department of Stomatology
Doctors
Work quality
Satisfaction
Medical dispute
