从“尺度”到“温度”:感知视角下基本医疗卫生服务提供者的激励机制
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南京医科大学

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F270

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国家自然科学(71904089),江苏省高校哲学社会科学(2020SJA0297), 江苏省社会科学基金项目(22GLD022)江苏省重点智库南京医科大学社会风险治理研究中心专项项目(2020RWPT0101).


From restraint to encouragement:Incentive mechanism of basic medical and health service providers from the perspective of work experience
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Nanjing Medical University

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    摘要:

    目的:基本医疗卫生服务提供者人才流失率较高,制约了整体队伍建设,是推进分级诊疗政策必须化解的现实难题。从个体感知视角考察基本医疗卫生服务提供者的激励机制,提高医疗机构的人力资源管理水平,具有重要意义。方法:基于扎根理论,对3家社区卫生服务中心、1家三级医院的基本医疗卫生服务提供者进行深度访谈,用NVivo软件对访谈数据进行内容文本分析。结果:根据信息节点逐层建立了影响因素的主、副范畴,构建了问题导向的基本医疗卫生服务提供者激励模型。结论:应适当扩大基层医疗机构弹性管理权限,要加强政策沟通,鼓励医院开展组织文化建设,促进医护员工获得积极支持性感知,并考虑医护员工家属关爱计划的制度推进,以提高人事管理的温度。

    Abstract:

    Purpose: The high talent turnover rate of basic medical and health service providers restricts the overall team construction, which is a practical problem that must be solved to promote the hierarchical medical system. It is of great significance to investigate the incentive mechanism of basic medical and health service providers from the perspective of perception and improve the human resource management level of medical institutions. Method: Based on the grounded theory, this paper conducted in-depth interviews with basic medical and health service providers in three community healthcare centers and a tertiary hospital, analyzed the interview data with NVivo. Result: According to the information nodes, the main and sub categories of influencing factors are established and a problem-oriented incentive model for basic medical service providers is constructed. Conclusion: The study found, in terms of system design, medical institutions should be appropriately endowed with flexible management authority. The hospital should strengthen communication, carry out organizational culture construction, promote the awareness of positive support for medical staff, and try to implement the system of family care plan for medical staff, to improve the management flexibility.

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  • 收稿日期:2022-06-23
  • 最后修改日期:2022-08-06
  • 录用日期:2022-08-08
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