基于因子分析法的非公立医院院长岗位胜任力模型的构建
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摘要
目的:了解非公立医院院长胜任力要素并构建岗位胜任力模型。方法:利用文献研究法和专家访谈法编制非公立医院院长岗位胜任力调查问卷,对非公立医院院长展开问卷调查,通过探索性因子分析法提取公共因子,构建非公立医院院长岗位胜任力模型。结果:共提取出由39个条目组成的5个公共因子,分别为业务管理能力、个人特质、领导能力、思维能力、人际交往能力,累计方差贡献率为64.14%。结论:构建的非公立医院院长岗位胜任力模型可应用于非公立医院的人才招聘与选拔、绩效管理等工作中,具有实用性。
Objective: To explore the competence elements of non-public hospital director and build a competence model. Methods: Literature review and interview analysis were used to design the competency questionnaire of non-public hospital director. A questionnaire survey was conducted and the common factors were extracted with exploratory factor analysis to build the competence model of non-public hospital director. Results: Five common factors composed of 39 items were extracted including the capability of professional work management, individual trait, leadership, the capability of thinking and interpersonal communication skills. The cumulative variance contribution rate is 64.14%. Conclusion: The competence model of non-public hospital director has significance in practice which can be applied to the recruitment and performance management of non-public hospitals.
Objective: To explore the competence elements of non-public hospital director and build a competence model. Methods: Literature review and interview analysis were used to design the competency questionnaire of non-public hospital director. A questionnaire survey was conducted and the common factors were extracted with exploratory factor analysis to build the competence model of non-public hospital director. Results: Five common factors composed of 39 items were extracted including the capability of professional work management, individual trait, leadership, the capability of thinking and interpersonal communication skills. The cumulative variance contribution rate is 64.14%. Conclusion: The competence model of non-public hospital director has significance in practice which can be applied to the recruitment and performance management of non-public hospitals.
引文
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[11]张华,王伊龙,王忠,等.基于胜任力的医院人才招聘指标体系应用探讨[J].中华医院管理杂志,2017(6):430-432.
[12]尹爱田,李峰,董先雨,等.30所医院院长胜任力研究[J].中华医院管理杂志,2006(10):670-672.
[13]柏宁,尹梅,孟庆峰.公立医院与民营医院文化建设的异同分析[J].医学与哲学(A),2014,35(9):67-69.
[14]陈颖,原浩爽.非公立医疗机构发展现状及其影响因素分析[J].中国卫生经济,2015,34(5):50-51.
[2]杨永梅.温州市公立与民营医院经营效率比较研究[J].中国卫生事业管理,2017,34(7):515-517.
[3]韦海妮,黎雅思,黄苑清,等.民营医院医生人力资源管理存在的问题及对策[J].医学与社会,2018,31(4):37-39.
[4]庄一强.医院蓝皮书:中国医院竞争力报告(2017-2018)[M].北京:社会科学文献出版社,2018.
[5]SPENCER L M,SPENCER S M.Competence at work:modelfor superior performance [M].New York:John Wiley & Sons Inc,1993.
[6]MC CLELLAND D C.Testing for competence rather than for intelligence [J].American psychologist,1973,28(1):1214.
[7]夏欧东,余杨,王晶,等.基于文献计量的医学人才胜任力研究[J].重庆医学,2018,47(7):995-997.
[8]吴明隆.问卷统计分析实务——SPSS操作与应用[M].重庆:重庆大学出版社,2010.
[9]张奇林,李鹏.院长特征对民营医院竞争力的影响研究——基于100所民营医院的数据[J].中国卫生政策研究,2016,9(9):20-24.
[10]韩晓峰.公立院长能否操好民营医院的盘[J].中国卫生,2015(10):65-66.
[11]张华,王伊龙,王忠,等.基于胜任力的医院人才招聘指标体系应用探讨[J].中华医院管理杂志,2017(6):430-432.
[12]尹爱田,李峰,董先雨,等.30所医院院长胜任力研究[J].中华医院管理杂志,2006(10):670-672.
[13]柏宁,尹梅,孟庆峰.公立医院与民营医院文化建设的异同分析[J].医学与哲学(A),2014,35(9):67-69.
[14]陈颖,原浩爽.非公立医疗机构发展现状及其影响因素分析[J].中国卫生经济,2015,34(5):50-51.