摘要
公立医院薪酬制度具有重要的激励作用,直接影响医务人员工作行为及工作结果。本文阐述了我国公立医院薪酬水平相对偏低、考核机制不科学、忽视非经济性激励等问题,以波特-劳勒综合激励理论为启示,从薪酬结构、薪酬水平、岗位管理、绩效考核、非经济性激励5个方面进行综述,提出对策和建议,以期为公立医院薪酬制度改革有效发挥激励作用提供参考。
The salary system of public hospitals has an important incentive effect,directly affecting the work behavior and results of medical staff.This article elaborates on the issues of relatively low salary levels,unscientific assessment mechanisms,and neglect of non economic incentives in public hospitals in China.Taking Porter-Lawler comprehensive incentive theory as inspiration,this article conducts review from five aspects:salary structure,salary level,job management,performance evaluation,and non economic incentives,proposes countermeasures and suggestions,and hopes to provide reference for the effective implementation of incentive effects in the reform of the salary system in public hospitals.
作者
郭泳妍
林秀贤
范文青
GUO Yongyan;LIN Xiuxian;FAN Wenqing(Department of Personnel,Guangzhou First People's Hospital,Guangzhou 510180,Guangdong,China;Department of Personnel Trainning,the Third Affiliated Hospital of Guangzhou Medical University,Guangzhou 510150,Guangdong,China)
出处
《中国卫生产业》
2024年第11期35-38,共4页
China Health Industry
基金
广东省卫生经济学会2023年科研项目(2023-WJMF-77)。
关键词
公立医院
薪酬制度
激励
Public hospitals
Salary system
Excitation
