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现阶段公立医院最重要的内部激励方式,就是薪酬管理机制。公立医院薪酬管理机制,在强调公平性的基础上,激励和约束了医疗服务行为,提升了公立医院的市场竞争力。随着新医改不断深入,公立医院需要完善薪酬管理制度,体现公立医院的公益性,维护医患双方权益,提升薪酬管理水平。以三明市公立医院薪酬管理改革为研究样本,在充分认知现阶段薪酬管理存在缺陷的基础上,探讨公立医院更健康有效的薪酬管理改革方向。
Public hospitals at this stage the most important internal incentives, that is, pay management mechanism. Public hospital pay management mechanism, based on the emphasis on fairness, motivates and restrain the behavior of medical services and enhance the market competitiveness of public hospitals. With the deepening of new medical reform, public hospitals need to improve the pay management system, public hospitals reflect the public welfare, safeguard the rights and interests of both doctors and patients, improve the level of pay management. Taking Sanming City public hospital remuneration management reform as a sample, on the basis of fully recognizing the defects of the current remuneration management, this paper discusses the healthier and more effective remuneration management reform direction in public hospitals.