WH民营医院医生的激励问题与对策研究
摘要
随着我国医疗体制改革的逐步推行,加快了多元化办医的格局的形成,鼓励民营资本开办非营利性医院,医疗市场的竞争将更加激烈,将大大促进了医疗行业人力资源的流动。民营医院要在激烈的市场竞争中立于不败之地,其核心战略就是实施有效的激励措施。医生是整个医疗体系的核心,构建合理的医生激励机制,采取有效的激励手段,充分调动医生的工作积极性成为民营医院持久发展的关键。
本文阐述了激励的基本理论和职业发展理论,以及医生激励的研究综述,分析了医生的总体需求和特征,描述了WH民营医院的人力资源激励现状,即医院的基本概况、人力资源概况、目前医生的激励现状。对WH民营医院医生的需求和满意度进行了问卷调查,重点分析WH民营医院医生激励存在的问题,包括:薪酬竞争力、培训和学习、绩效管理、职业生涯规划、情感激励等方面。并在理论支持和实践总结的基础上,提出了针对WH民营医院不同年龄阶段的医生主导需求进行不同的激励措施和方法,并提出在医院建立相应的激励支持,绩效管理、情感激励、塑造医院文化等建议。
希望通过对案例民营医院的研究,能够对不断发展壮大中的民营医院医生的管理有一定的借鉴意义,为医疗体制多元化变革做出贡献。
With the gradual implementation of Chinese medical system reform, speeding up the pattern’s formation of medicine organization diversification, encouraging private capital to set up non-profit hospitals, the competition of health care market will become more intense, and will promote the flow of human resources in the medical industry greatly. Privately operated hospitals intend to be in an invincible position in the intense market competition, the core strategy is to implement effective incentives. Doctor is the core of the entire health care system, constructing a reasonable incentives for doctors, taking effective incentives to fully arouse doctor’s work enthusiasm is the key of sustainable development of Privately operated hospitals.
This paper elaborate the basic theory of motivation and career development theories, and the survey of doctors incentives; and then the overall demand and characteristics of doctors have been analyzed; and then the present status of the human resources incentives of the WH privately operated hospital has been described, such as the general situation survey of hospitals, human resource, the current status of doctor’s incentives. Then the surveys of the demands and satisfaction of the WH privately operated hospital have been analyzed, focusing on analysis of the incentive problems of doctors in WH privately operated hospital, including: competitive salary, training and learning, performance management, career planning, emotional motivation, etc. Finally, based on the theoretical support and practical conclusion, the different incentive measures and methods aiming at the demand of doctor in different age stages have been proposed, and suggestions such as the establishment of appropriate incentives support in the hospital, performance management, emotional motivation, setting up hospital culture have been proposed.
Hoped that studying the case of private operated hospitals, can have a certain reference significance of management of doctors in the privately operated hospitals which continuous growth and expanding, make the contribution for the medical system diversification reformation.
本文阐述了激励的基本理论和职业发展理论,以及医生激励的研究综述,分析了医生的总体需求和特征,描述了WH民营医院的人力资源激励现状,即医院的基本概况、人力资源概况、目前医生的激励现状。对WH民营医院医生的需求和满意度进行了问卷调查,重点分析WH民营医院医生激励存在的问题,包括:薪酬竞争力、培训和学习、绩效管理、职业生涯规划、情感激励等方面。并在理论支持和实践总结的基础上,提出了针对WH民营医院不同年龄阶段的医生主导需求进行不同的激励措施和方法,并提出在医院建立相应的激励支持,绩效管理、情感激励、塑造医院文化等建议。
希望通过对案例民营医院的研究,能够对不断发展壮大中的民营医院医生的管理有一定的借鉴意义,为医疗体制多元化变革做出贡献。
With the gradual implementation of Chinese medical system reform, speeding up the pattern’s formation of medicine organization diversification, encouraging private capital to set up non-profit hospitals, the competition of health care market will become more intense, and will promote the flow of human resources in the medical industry greatly. Privately operated hospitals intend to be in an invincible position in the intense market competition, the core strategy is to implement effective incentives. Doctor is the core of the entire health care system, constructing a reasonable incentives for doctors, taking effective incentives to fully arouse doctor’s work enthusiasm is the key of sustainable development of Privately operated hospitals.
This paper elaborate the basic theory of motivation and career development theories, and the survey of doctors incentives; and then the overall demand and characteristics of doctors have been analyzed; and then the present status of the human resources incentives of the WH privately operated hospital has been described, such as the general situation survey of hospitals, human resource, the current status of doctor’s incentives. Then the surveys of the demands and satisfaction of the WH privately operated hospital have been analyzed, focusing on analysis of the incentive problems of doctors in WH privately operated hospital, including: competitive salary, training and learning, performance management, career planning, emotional motivation, etc. Finally, based on the theoretical support and practical conclusion, the different incentive measures and methods aiming at the demand of doctor in different age stages have been proposed, and suggestions such as the establishment of appropriate incentives support in the hospital, performance management, emotional motivation, setting up hospital culture have been proposed.
Hoped that studying the case of private operated hospitals, can have a certain reference significance of management of doctors in the privately operated hospitals which continuous growth and expanding, make the contribution for the medical system diversification reformation.
引文
[1]斯蒂芬·P·罗宾斯.组织行为学[M].北京:中国人民大学出版社, 2005
[2]加理·德斯勒.人力资源管理[M].北京:中国人民大学出版社, 2007
[3]萨柏的职业生涯发展理论http: //www. 51Labour. com 2006-5-20
[4]景琳,张瑞华,李化等.中国民营医院发展现状与趋势研究[J].中国卫生事业管理, 2004, 12: 708-710
[5]黄存瑞,梁浩材,陈金华.中国民营医疗机构的现状与发展前景[J].中国卫生经济, 2004, 23(1): 57-59
[6]杨小兵,王芳,卢祖询等.我国民营医院发展述评[J].医学与社会, 2005, 18(2): 60-63
[7]艾理生.赢在激励[M].北京:地震出版社, 2005
[8]约瑟夫·J·马尔托奇奥.战略薪酬管理[M].北京:中国人民大学出版社, 2005
[9]陈东升.员工激励金点子[M].北京一企业管理出版社, 2002
[10]刘毅,周艳阳.医务人员工作满意度调查[D].中国卫生事业管理, 2002(2): 108-110
[11]储企华.现代企业绩效管理[M].文汇出版社, 2002
[12] Orpen, C. The effects of organizational and individual career management on career success[J]. International Journal of Manpower, 1994, 15(1): 27-38
[13]龙立荣.知识经济时代的职业生涯成功与其策略[J].外国经济与管理, 2004, 26(30): 19-23
[14]周光义,李国虎.医院科主任年薪制的探讨[J].中国卫生经济, 2005, 24(2): 51
[15]张雁冰.浅谈医院文化建设中的价值取向[D].北京大学现代医院管理高级研修班2005年春季班毕业论文集, 14-20
[16]杨海龙,李铁.浅谈民营医院文化建设的理论依据与策略[J].现代医院, 2003, 2(3): 44
[17]胡八一.激励员工全攻略:让员工自动自发的10大方法[M].北京:北京大学出版社, 2007
[18]沈捷.知识型员工工作压力及其与工作满意度、工作绩效的关系研究[D]: [硕士学位论文].浙江大学, 2003
[19]成红玲.人力资源管理在医院发展的趋势[J].中国现代医院管理杂志, 2004, 12(2): 40-42
[20] A. H. Maslov. A Theory of Human Motivation. Psychological Review, 1943, 50: 370-396
[21]王璞.人力资源管理咨询实务[M].北京:机械工业出版社, 2003
[22] Walker J W. Human resources strategy[M]. McGraw-Hill, 1992
[23] Mobley W H.工ntermediate linkage in the relationship between job satisfaction and employee turnover[J]. Journal of Applied Psychology, 1977
[24] William, L. J. and Anderson, S. E Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship Behavior. Journal of Management, 1991, 17(3): 61-63
[25]李剑锋.绩效考核与绩效管理[M].北京:电子工业出版社, 2007
[26]王小艳.如何进行员工激励[M].北京大学出版社, 2004
[27]迟双明.激励员工的7大法则[M].北京:中国商业出版社2003
[28]刘玮.满足员工需求[M].北京:中国经济出版社, 2007
[29] Emmert, M. A. & Taher, W. A.. Public Sector Professionals: The Effects of Public Sector Jobs on Motivation, Job Satisfaction and Work Involvement [J]. American Review of Public Administration, 1992, 22(1): 36-48
[30]钟景贤,李凤轩,陈佩连.民营医院人才管理的探索[J].现代医院管理, 2007, 4(2): 44
[31] Raynold A, Svenson·Monica J. Rinderer. The Training And Development Strategic Plan Workroom. PRENTICE HALL Career&Personal Development Englewood Cliffs (NJ07632), 2003: 3
[32] E. A Look, G·D Latham, Athoory of Goal Setting and Task Performance, Englewood Cliffs, NJ: Prentice-Hall, 1990: 156-159
[33] Allison Rossett. Training Needs Assessment. Educational Technology PublicationsEnglewood cliffs (New Jersey 07632), 2000: 50
[34] 37℃医学网.医院管理. WWW. 370C. COM. CN, 2003: 2-6, 19-25
[35]徐新灏.从员工满意度角度改善民营医院文化建设策略探讨.医学与社会, 2009, 2(22): 31-33
[36] Zweifel P, Breyer. R. 1997. Health Economics. Oxford Univ. Press. Oxford. 193 Cromwell J. J Mitchell. Physician-Induced Demand for Surgery [J] Journal of Health Economics. 1986(5): 293-313
[37]顾松涛,黄淇敏,陈志强,等.临床医生工作满意度的研究和意义[J].中华医院管理杂志, 2005, 21 (9): 612-614
[38] Jaxques Igalens, Patrice Russell, A Study of the relationships between compensation package, word motivation and job satisfaction[J]. Journal of Organizational Behavior., 2000, 2(21): 185-202
[39] Buchbinder SB, Wilson M, Melicd CF. Primary care physician job satisfaction and turnover. Am J Manag Care, 2001, 7(7): 701-713
[40] Gerry Johnson, Strategic Change and the Management Process [J],Black-well Publishers,1987
[2]加理·德斯勒.人力资源管理[M].北京:中国人民大学出版社, 2007
[3]萨柏的职业生涯发展理论http: //www. 51Labour. com 2006-5-20
[4]景琳,张瑞华,李化等.中国民营医院发展现状与趋势研究[J].中国卫生事业管理, 2004, 12: 708-710
[5]黄存瑞,梁浩材,陈金华.中国民营医疗机构的现状与发展前景[J].中国卫生经济, 2004, 23(1): 57-59
[6]杨小兵,王芳,卢祖询等.我国民营医院发展述评[J].医学与社会, 2005, 18(2): 60-63
[7]艾理生.赢在激励[M].北京:地震出版社, 2005
[8]约瑟夫·J·马尔托奇奥.战略薪酬管理[M].北京:中国人民大学出版社, 2005
[9]陈东升.员工激励金点子[M].北京一企业管理出版社, 2002
[10]刘毅,周艳阳.医务人员工作满意度调查[D].中国卫生事业管理, 2002(2): 108-110
[11]储企华.现代企业绩效管理[M].文汇出版社, 2002
[12] Orpen, C. The effects of organizational and individual career management on career success[J]. International Journal of Manpower, 1994, 15(1): 27-38
[13]龙立荣.知识经济时代的职业生涯成功与其策略[J].外国经济与管理, 2004, 26(30): 19-23
[14]周光义,李国虎.医院科主任年薪制的探讨[J].中国卫生经济, 2005, 24(2): 51
[15]张雁冰.浅谈医院文化建设中的价值取向[D].北京大学现代医院管理高级研修班2005年春季班毕业论文集, 14-20
[16]杨海龙,李铁.浅谈民营医院文化建设的理论依据与策略[J].现代医院, 2003, 2(3): 44
[17]胡八一.激励员工全攻略:让员工自动自发的10大方法[M].北京:北京大学出版社, 2007
[18]沈捷.知识型员工工作压力及其与工作满意度、工作绩效的关系研究[D]: [硕士学位论文].浙江大学, 2003
[19]成红玲.人力资源管理在医院发展的趋势[J].中国现代医院管理杂志, 2004, 12(2): 40-42
[20] A. H. Maslov. A Theory of Human Motivation. Psychological Review, 1943, 50: 370-396
[21]王璞.人力资源管理咨询实务[M].北京:机械工业出版社, 2003
[22] Walker J W. Human resources strategy[M]. McGraw-Hill, 1992
[23] Mobley W H.工ntermediate linkage in the relationship between job satisfaction and employee turnover[J]. Journal of Applied Psychology, 1977
[24] William, L. J. and Anderson, S. E Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship Behavior. Journal of Management, 1991, 17(3): 61-63
[25]李剑锋.绩效考核与绩效管理[M].北京:电子工业出版社, 2007
[26]王小艳.如何进行员工激励[M].北京大学出版社, 2004
[27]迟双明.激励员工的7大法则[M].北京:中国商业出版社2003
[28]刘玮.满足员工需求[M].北京:中国经济出版社, 2007
[29] Emmert, M. A. & Taher, W. A.. Public Sector Professionals: The Effects of Public Sector Jobs on Motivation, Job Satisfaction and Work Involvement [J]. American Review of Public Administration, 1992, 22(1): 36-48
[30]钟景贤,李凤轩,陈佩连.民营医院人才管理的探索[J].现代医院管理, 2007, 4(2): 44
[31] Raynold A, Svenson·Monica J. Rinderer. The Training And Development Strategic Plan Workroom. PRENTICE HALL Career&Personal Development Englewood Cliffs (NJ07632), 2003: 3
[32] E. A Look, G·D Latham, Athoory of Goal Setting and Task Performance, Englewood Cliffs, NJ: Prentice-Hall, 1990: 156-159
[33] Allison Rossett. Training Needs Assessment. Educational Technology PublicationsEnglewood cliffs (New Jersey 07632), 2000: 50
[34] 37℃医学网.医院管理. WWW. 370C. COM. CN, 2003: 2-6, 19-25
[35]徐新灏.从员工满意度角度改善民营医院文化建设策略探讨.医学与社会, 2009, 2(22): 31-33
[36] Zweifel P, Breyer. R. 1997. Health Economics. Oxford Univ. Press. Oxford. 193 Cromwell J. J Mitchell. Physician-Induced Demand for Surgery [J] Journal of Health Economics. 1986(5): 293-313
[37]顾松涛,黄淇敏,陈志强,等.临床医生工作满意度的研究和意义[J].中华医院管理杂志, 2005, 21 (9): 612-614
[38] Jaxques Igalens, Patrice Russell, A Study of the relationships between compensation package, word motivation and job satisfaction[J]. Journal of Organizational Behavior., 2000, 2(21): 185-202
[39] Buchbinder SB, Wilson M, Melicd CF. Primary care physician job satisfaction and turnover. Am J Manag Care, 2001, 7(7): 701-713
[40] Gerry Johnson, Strategic Change and the Management Process [J],Black-well Publishers,1987