护理宽带薪酬结构体系研究
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摘要
目的:构建护理宽带薪酬结构体系,为护理薪酬管理实践提供理论依据。方法:基于宽带薪酬理论,采用目的抽样抽取H医院护理、护理教育及绩效管理专家共计10名,通过海氏岗位价值评估系统进行岗位价值评分,研究构建护理宽带薪酬结构体系。结果:海氏岗位价值评估系统总体内容效度比为0.9,每个条目为0.81?1.00;10名专家岗位价值评分评定者信度为0.90(P<0.01);护理宽带薪酬结构共计5个薪级,每个薪级包含3?5个薪等,相邻薪级间重叠1?2个薪等。结论:护理宽带薪酬结构体系有助于实现"同岗可不同薪,不同岗也可同薪,不升职也可增薪"的激励目标,可为护理薪酬改革提供借鉴和参考。
Objectives: To set up nursing broad-banding compensation system and give theoretical reference on nursing compensation management practice. Methods: Based on broad-banding compensation theory, 10 experts involving nursing, nursing education and performance management in H hospital were selected by objective sampling. Through Hay group post value assessment method, nursing post value had been assessed and nursing broad-banding compensation system had been shaped. Results: It shows that the general content validity of Hay group post value assessment is 0.9, each item's validity is 0.81-1.00. The validity of 10 experts is 0.90(P<0.01). the whole nursing compensation structure includes 5 banding, 3-5 sub-banding at each banding. And adjacent banding overlaps 1-2 sub-banding. Conclusions: Nursing broad-banding compensation system can help motivation nursing staff and giving reference on nursing compensation reform.
Objectives: To set up nursing broad-banding compensation system and give theoretical reference on nursing compensation management practice. Methods: Based on broad-banding compensation theory, 10 experts involving nursing, nursing education and performance management in H hospital were selected by objective sampling. Through Hay group post value assessment method, nursing post value had been assessed and nursing broad-banding compensation system had been shaped. Results: It shows that the general content validity of Hay group post value assessment is 0.9, each item's validity is 0.81-1.00. The validity of 10 experts is 0.90(P<0.01). the whole nursing compensation structure includes 5 banding, 3-5 sub-banding at each banding. And adjacent banding overlaps 1-2 sub-banding. Conclusions: Nursing broad-banding compensation system can help motivation nursing staff and giving reference on nursing compensation reform.
引文
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[15] Benner P. From novice to expert[J].American Journal of Nursing, 1982,82(82):402-407.
[16]朱传书.岗位评价在企业薪酬设计中的应用分析[J].管理观察,2013(34):85-86.
[17]徐威娜.基于企业结构化岗位设计的岗位价值评估研究[J].人才资源开发,2015(22):113.
[18]王燕,黄丽华.医院护理岗位评价的方法及应用现状[J].护理与康复,2014,13(1):26-28.
[19]龙华平.公立医院医务人员薪酬制度的现状问题分析及对策[J].企业家天地月刊,2014(4):54-55.
[20]王燕.现代岗位价值评价在医院护理岗位中的应用研究[D].杭州:浙江大学,2013:25-30.
[21]陈红.H医院护理岗位价值评估研究[D].成都:四川大学,2007:30-35.
[2] Eubanks P. Employee empowerment key to culture change[J]. Hospitals, 1991,65(24):40.
[3]修海清,田立启,李江峰,等.公立医院薪酬分配体系现状调查与分析[J].中国医院管理,2014,34(6):13-15.
[4] Gu X, Itoh K.Construct of dialysis employee satisfaction:Acquiring satisfactionfactors and their contributions[J].Therapeutic Apheresis and Dialysis, 2015,19(5):503.
[5] Jiang H,Li C, Gu Y, et al. Nurse Satisfaction and burnout in Shanghai neurology wa rds[J]. Rehabilitation Nursing,2016,41(2):120-127.
[6]赵书峰,刘本智,滕志香.关于山东省公立医院护士工作满意度的调查研究[J].中国卫生统计,2012,29(5):708-710.
[7]王凌峰.薪酬设计与管理策略[M].北京:中国时代经济出版社,2005:32-38.
[8]杜鸣,钟定国,李柯.国有企业员工薪酬满意度影响因素的多变量分析[J].经济师,2005(3):16-17.
[9]安林,陈庆.中国企业宽带薪酬实务[M].北京:机械工业出版社,2006.
[10]修海清,田立启,李江峰,等.公立医院薪酬分配体系现状调查与分析[J].中国医院管理,2014,34(6):13-15.
[11]郑旭娟,刘华平.北京市三级甲等综合医院护士工作满意度现状调查及分析[J].护理管理杂志,2010,10(3):184-186.
[12] Highhouse S, Brooks-Laber ME,Lin L. et al. What makes a salary seem reasonable?Frequency context effects on starting-salary expectations[J]. Journal of Occupational and Organizational Psychology,2003,76(1):69-81.
[13]冉斌.宽带薪酬设计:一种新型的薪酬管理模式[M].广州:广东经济出版社,2005:70-73.
[14] Drenkard K, Swartwout. Effectiveness of a clinical ladder program[J]. Journal of Nursing Administration,2005,35(11):502.
[15] Benner P. From novice to expert[J].American Journal of Nursing, 1982,82(82):402-407.
[16]朱传书.岗位评价在企业薪酬设计中的应用分析[J].管理观察,2013(34):85-86.
[17]徐威娜.基于企业结构化岗位设计的岗位价值评估研究[J].人才资源开发,2015(22):113.
[18]王燕,黄丽华.医院护理岗位评价的方法及应用现状[J].护理与康复,2014,13(1):26-28.
[19]龙华平.公立医院医务人员薪酬制度的现状问题分析及对策[J].企业家天地月刊,2014(4):54-55.
[20]王燕.现代岗位价值评价在医院护理岗位中的应用研究[D].杭州:浙江大学,2013:25-30.
[21]陈红.H医院护理岗位价值评估研究[D].成都:四川大学,2007:30-35.