文章摘要
戴 悦,孙 虹,陈子华,申良方,刘园园.公立医院业务科室负责人绩效考核指标体系构建[J].南京医科大学学报(社会科学版),2018,(4):310~313
公立医院业务科室负责人绩效考核指标体系构建
Research on the performance evaluation index system for clinical department heads of public hospitals in China
投稿时间:2017-11-14  
DOI:10.7655/NYDXBSS20180414
中文关键词: 业务科室负责人  绩效考核  指标体系
英文关键词: clinical department heads  performance evaluation  index system
基金项目:美国中华医学基金会“三位一体的社区医师培训模式研究”(CMB08-892);福建省卫生计生科研人才培养项目“基于社会资本理论的社区老年人健康促进行为及优化策略研究”(2018-1-72)
作者单位
戴 悦 福建医科大学公共卫生学院福建 福州 350108 
孙 虹 中南大学湘雅医院湖南 长沙 430001 
陈子华 中南大学湘雅医院湖南 长沙 430001 
申良方 中南大学湘雅医院湖南 长沙 430001 
刘园园 中南大学湘雅医院湖南 长沙 430001 
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中文摘要:
      构建公立医院业务科室负责人绩效考核指标体系,为我国现代化医院管理提供理论依据与技术支持。采用文献复习、德尔菲、层次分析等方法构建指标体系,采用综合评分法、加权TOPSIS法和加权秩和比法验证指标体系的有效性与可靠性。该研究构建起包括4个一级指标、13个二级指标和66个三级指标的考核体系。经检验具有较好信度和效度,Spearman相关性分析显示3种综合评价方法显著相关。通过研究,可建立一套科学合理的适用于我国综合性公立医院的业务科室负责人绩效考核指标体系。
英文摘要:
      To construct the performance evaluation framework for clinical department heads of China’s public hospitals, and provide theoretical basis and technical support for the modern hospital management. Literature reviewing, Delphi method and analytic hierarchy process were used to develop the framework. The validity and reliability of the index system were validated by the comprehensive scoring method, weighted TOPSIS method and weighted rank?sum ratio (RSR) method. We created the performance evaluation system consisted 4 class-1 indicators, 13 class-2 indicators and 66 class-3 indicators. This index system had better reliability and validity. Spearman test verified that the 3 evaluation methods were significantly related. Scientific studies can help us to build a scientific and practical work performance assessment indicator system for clinical department heads of China’s public hospitals.
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