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目的:对疾病预防控制机构进行绩效工资,得出相应工作人员的积极性在进行绩效工资前后的情况进行对比分析,得出疾病预防控制机构人员的积极性影响因素分析。方法:通过对相应的资料进行整理和研究,得出与公共卫生和基层医疗卫生事业绩效工资相关的调查数据,其中对6家疾病预防控制机构进行绩效工资,并对使用绩效工资前后工作人员的积极性改善情况进行研究和分析。结果:在使用绩效工资后,疾病预防控制机构人员的积极性比原来提高了76%,数据本身具有统计学意义。在对结果进行单因素分析的时候得知,良好的工作环境、职业发展情况、良好的工资收入和培训升职机会能够全面提高工作人员的工作热情,提升工作人员对于工作的积极性。结论:对于疾病预防控制结构人员来说,进行合理的工资收入水平控制,能够提升员工的积极性,而且这种方法具有十分明显的效果和作用。
OBJECTIVE: To carry out the performance salary of disease prevention and control institutions, draw the corresponding staff’s enthusiasm before and after performing performance salary comparative analysis, come to the CDC personnel enthusiasm factor analysis. Methods: Through the collation and research on the corresponding data, we obtained the survey data related to the performance pay of public health and grass-roots medical and health services, including performance pay for six disease prevention and control institutions, and the staff performance before and after using performance pay Motivation to improve the situation for research and analysis. Results: After using performance pay, CDC staff increased their enthusiasm by 76% compared to the original figure and the data itself was statistically significant. In the univariate analysis of the results, we learned that a good working environment, career development, good wage income and training promotion opportunities can comprehensively improve staff enthusiasm and enhance staff enthusiasm for their work. Conclusion: For the disease prevention and control structure personnel, the reasonable wage income level control, can enhance the enthusiasm of staff, and this method has a very significant effect and effect.