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目的:从基层医疗卫生机构和医务人员的视角了解当前推行的绩效工资改革对提高医务人员工作积极性的作用。方法:利用2012年对基层医疗卫生机构和人员绩效工资实施情况抽样调查数据,采用卡方检验、Logistic回归及Spearman相关分析。结果:实施绩效工资后医务人员积极性得到提高的社区卫生服务中心和乡镇卫生院分别占82.1%和77.6%,两类机构医务人员反映工资收入增加的比例分别为62.1%和61.2%;Logistic回归分析显示:合理工资水平是影响两类机构医务人员积极性的关键因素;医务人员工资增加的比例越高的省(市),其积极性提高的比例也越高(r=0.721,P=0.002);医务人员首选的激励措施是合理的工资水平、其次是良好的工作环境和职业发展。结论:合理确定反映医务人员劳动价值和职业贡献的薪酬水平,应以医务人员的需求为基础,建立科学合理的激励机制,调动积极性,稳定基层医疗卫生人才队伍。
OBJECTIVE: To understand the role of the current reform of performance pay reform in enhancing the work enthusiasm of medical personnel from the perspectives of primary health care institutions and medical personnel. Methods: By using the sample survey data of performance pay of primary health care institutions and personnel in 2012, the data were analyzed by chi-square test, Logistic regression and Spearman correlation analysis. Results: 82.1% and 77.6% of community health centers and township health centers with improved motivation of medical personnel after implementing performance pay, respectively, and 62.1% and 61.2% of medical staff reflecting the increase in wage income respectively. Logistic regression analysis (R = 0.721, P = 0.002); the proportion of doctors and health workers in the provinces (municipalities) with the higher proportion of medical staff salary increase was also higher (r = 0.721, P = 0.002) The preferred incentives for people are a reasonable wage level, followed by a good working environment and career development. Conclusion: To reasonably determine the remuneration level that reflects the labor value and professional contribution of medical staff, a scientific and reasonable incentive mechanism should be established based on the needs of medical staff to mobilize the enthusiasm and stabilize the team of primary health care professionals.