基于利益相关者的公立医院院长绩效评价指标体系研究
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摘要
目的
本研究基于利益相关者理论,对公益性导向下公立医院院长的利益相关者进行界定,并对其利益要求进行深入理论分析,围绕利益要求的实现方式设计评价指标,建立基于利益相关者的公立医院院长绩效评价指标体系,满足公立医院改革对院长绩效评价的新要求,引导公立医院院长公益性办院。
方法
运用利益相关者理论界定公立医院院长的利益相关者,通过理论分析确定利益要求。采用文献荟萃、专题小组讨论、专家咨询和统计学方法,构建基于利益相关者的公立医院院长绩效评价指标体系。
结果
1.界定了公益性导向下公立医院院长的8个核心利益相关者。
2.在理论分析基础上,明确了8个核心利益相关者的利益要求。
3.构建了基于利益相关者的公立医院院长绩效评价框架以及8个一级指标,15个二级指标和33个三级指标的绩效评价指标体系。
讨论与建议
1.评价院长绩效要以医院“公益实现”作为重点,以医院“良好运营”作为基础。
2.重视影响公立医院公益实现的利益相关者利益要求,是引导院长长期坚持公益性办院的重要途径。
3.建立非营利性的第三方评估机构,是保证院长绩效公正公平进行的必要手段。
Purposes
The research purpose is to establish a complete and logically strict performance evaluation index system of the public superintendent through firstly definition of 8 core stakeholders and secondly determination of their appeals, in order to meet the need of the new health reform and guide the public hospitals superintendent to perform social responsibilities and thus return to public-welfare orientation.
Methods
The definition of 8 core stakeholders is in line with stakeholder theory, and their appeals are weighted and determined through theoretical analysis. To establish the whole index system, the meta-literature analysis, the focus group discussion, the expert consultancy and the statistical methods are applied.
Results
1. Definition of 8 core stakeholders of the public hospital superintendent under the guideline of public-welfare orientation.
2. Identification of demands based on 8 separate stakeholders through fully theoretical analysis.
3. Construction of the performance evaluation framework of pubic hospital superintendent based on the stakeholder theory, and a 3-tier index system involve 8/15/33 l indicators under each level.
Discussion and Recommendations
1. The evaluation of the performance of public Hospital superintendent should be public-welfare-achievement-oriented and rely on the institutionally well-operation as a basis.
2. The key path to guide the public hospital superintendent to uphold the public interest is to emphasize and mobilize the interest demands of the relevant stakeholders.
3. The significant assurance to ensure the fairness and equity of the superintendent performance evaluation is to set up a professional nonprofit assessing mechanism based on the third-party.
本研究基于利益相关者理论,对公益性导向下公立医院院长的利益相关者进行界定,并对其利益要求进行深入理论分析,围绕利益要求的实现方式设计评价指标,建立基于利益相关者的公立医院院长绩效评价指标体系,满足公立医院改革对院长绩效评价的新要求,引导公立医院院长公益性办院。
方法
运用利益相关者理论界定公立医院院长的利益相关者,通过理论分析确定利益要求。采用文献荟萃、专题小组讨论、专家咨询和统计学方法,构建基于利益相关者的公立医院院长绩效评价指标体系。
结果
1.界定了公益性导向下公立医院院长的8个核心利益相关者。
2.在理论分析基础上,明确了8个核心利益相关者的利益要求。
3.构建了基于利益相关者的公立医院院长绩效评价框架以及8个一级指标,15个二级指标和33个三级指标的绩效评价指标体系。
讨论与建议
1.评价院长绩效要以医院“公益实现”作为重点,以医院“良好运营”作为基础。
2.重视影响公立医院公益实现的利益相关者利益要求,是引导院长长期坚持公益性办院的重要途径。
3.建立非营利性的第三方评估机构,是保证院长绩效公正公平进行的必要手段。
Purposes
The research purpose is to establish a complete and logically strict performance evaluation index system of the public superintendent through firstly definition of 8 core stakeholders and secondly determination of their appeals, in order to meet the need of the new health reform and guide the public hospitals superintendent to perform social responsibilities and thus return to public-welfare orientation.
Methods
The definition of 8 core stakeholders is in line with stakeholder theory, and their appeals are weighted and determined through theoretical analysis. To establish the whole index system, the meta-literature analysis, the focus group discussion, the expert consultancy and the statistical methods are applied.
Results
1. Definition of 8 core stakeholders of the public hospital superintendent under the guideline of public-welfare orientation.
2. Identification of demands based on 8 separate stakeholders through fully theoretical analysis.
3. Construction of the performance evaluation framework of pubic hospital superintendent based on the stakeholder theory, and a 3-tier index system involve 8/15/33 l indicators under each level.
Discussion and Recommendations
1. The evaluation of the performance of public Hospital superintendent should be public-welfare-achievement-oriented and rely on the institutionally well-operation as a basis.
2. The key path to guide the public hospital superintendent to uphold the public interest is to emphasize and mobilize the interest demands of the relevant stakeholders.
3. The significant assurance to ensure the fairness and equity of the superintendent performance evaluation is to set up a professional nonprofit assessing mechanism based on the third-party.
引文
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[7] Borman W C, Motowidlo S J. Expanding the criterion domain to include elements of contextual performance[J]. Personnel selection in organizations,1993,71:98.
[8] Ledford G E. Paying for the skills, knowledge, and competencies of knowledge workers[J]. Compensation & Benefits Review,1995,27(4):55.
[9] Pringle C D. An initial test of a theory of individual performance[J]. Psychological reports,1994,74(3):963-973.
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[27] Ansoff H I, Mcdonnell E J. Corporate strategy[M]. Penguin, London,1987.
[28]吴昊,张宗益,张宏雁,等.公立医院治理体系中利益相关者的界定及其行为模式分析[J].中华医院管理杂志,2010,26(7):486-488.
[29]吴昊,张宗益,姬军生,等.公立医院利益相关者治理模式的设计与构建[J].中华医院管理杂志,2010,26(7):489-491.
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[31]冯占春,熊占路.公立医院治理结构变革引入利益相关者理论的必要性分析[J].中国医院管理,2007(03):11-12.
[32]李从东,沈凯,汤勇力,等.公立非营利医院补偿方对医院的内外部治理研究[J].现代医院,2009(7):1-4.
[33]王星.我国综合性三级医院核心竞争力研究[D].对外经济贸易大学,2005.
[34]张冬梅.利益相关者、战略伙伴与医院经营管理探析[J].广东药学院学报,2006(4):416-417.
[35]胡坤,孟庆跃.我国公立医院改革相关因素的规范性分析--站在宏观政策视角上[J].中国卫生经济,2006,25(6):4.
[36]刘肖宏.公立医院社会责任的研究[D].青岛大学,2009.
[37]陈定湾,徐艳华,刘盼盼,等.基于利益相关者理论视角的民营医院社会责任研究[J].中华医院管理杂志,2010,26(8).
[38]熊昌娥,方鹏骞.我国公立医院注册医师多点执业可行性的利益相关集团分析[J].医学与社会,2010(3):45-47.
[39]黄锐,冯占春,姜卫.基于利益相关者理论的公立医院与药品供应商关系探讨[J].医药导报,2011,30(3):2.
[40]方鹏骞,吴少玮.基于利益相关集团的我国公立医院筹资机制分析[J].中国社会医学杂志,2010(2):80-82.
[41]钟炎军,黄锐,刘丽,等.基于利益相关者理论的公立医院营销模式研究[J].中国社会医学杂志,2009(5):271-274.
[42] Agle B R, Mitchell R K, Sonnenfeld J A. Who matters to CEOs? An investigation of stakeholder attributes and salience, corporate performance, and CEO values[J]. The Academy of Management Journal,1999,42(5):507-525.
[43] Clarkson M B E. A stakeholder framework for analyzing and evaluating corporate social performance[J]. Academy of management review,1995:92-117.
[44] Neely A D, Adams C, Kennerley M. The performance prism: the scorecard for measuring and managing business success[M]. Financial Times/Prentice Hall,2002.
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[2]中华人民共和国卫生部.关于印发公立医院改革试点指导意见的通知2010/2010-02-24.
[3]陈建平,郭永瑾,何梦乔,等.公立医院院长绩效评价的意义与作用[J].中华医院管理杂志,2009,25(5):313-315.
[4] Freeman R E. Strategic management :a stakeholder approach[M]. Boston:Pitman,1984.276.
[5] Mitchell R K, Agle B R, Wood D J. Toward a theory of stakeholder identification and salience: Defining the principle of who and what really counts[J]. The Academy of Management Review,1997,22(4):853-886.
[6] Berle A, Means G. The modem corporation and private property[J]. New York,1932:355-356.
[7] Ansoff H I, Mcdonnell E J. Corporate strategy[M]. Penguin, London,1987.
[8] Bernadin H J, Kane J S. Performance appraisal:a contingency approach to system development and evaluation[M]. Amazon.co.uk:Books,1993.92-112.
[9] Armstrong M, Baron A. Performance management[J]. Human resource management,2000:69.
[10] Drucker P F. The practice of management[M]. Butterworth Heinemann,2007.
[11] Katz D, Kahn R L. The social psychology of organizations[J]. 1978.
[12] Campbell J P, Mccloy R A, Oppler S H, et al. A theory of performance[J]. Personnel selection in organizations,1993,10:35-70.
[13] Borman W C, Motowidlo S J. Expanding the criterion domain to include elements of contextual performance[J]. Personnel selection in organizations,1993,71:98.
[14] Ledford G E. Paying for the skills, knowledge, and competencies of knowledge workers[J]. Compensation & Benefits Review,1995,27(4):55.
[15] Pringle C D. An initial test of a theory of individual performance[J]. Psychological reports,1994,74(3):963-973.
[16] Mcclelland D C. Testing for competence rather than for" intelligence.".[J]. American psychologist,1973,28(1):1.
[17] Kaplan R S, Norton D P, Dorf R C, et al. The balanced scorecard: translating strategy into action[M]. Harvard Business school press Boston.,1996.
[18] Neely A D, Adams C, Kennerley M. The performance prism: the scorecard for measuring and managing business success[M]. Financial Times/Prentice Hall,2002.
[19] Agle B R, Mitchell R K, Sonnenfeld J A. Who matters to CEOs? An investigation of stakeholder attributes and salience, corporate performance, and CEO values[J]. The Academy of Management Journal,1999,42(5):507-525.
[20] Clarkson M B E. A stakeholder framework for analyzing and evaluating corporate social performance[J]. Academy of management review,1995:92-117.
[21]贾生华,陈宏辉,田传浩.基于利益相关者理论的企业绩效评价——一个分析框架和应用研究[J].科研管理,2003(4):94-101.
[22]熊昌娥,方鹏骞.我国公立医院注册医师多点执业可行性的利益相关集团分析[J].医学与社会,2010(3):45-47.
[23]方鹏骞,吴少玮.基于利益相关集团的我国公立医院筹资机制分析[J].中国社会医学杂志,2010(2):80-82.
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