作　　者： (蒋重阳）; (周萍）; (魏雪峰）; (汤慧琴）; (白飞）; (张新凯）;

机构地区： 复旦大学公共卫生学院·卫生部卫生技术评估重点实验室（复旦大学）·健康风险预警治理协同创新中心,上海200032

出　　处： 《中国医院管理》 2017年第9期7-10,共4页

摘　　要： 目的了解公立医院医生和管理者对薪酬、晋升与学习成长这医院3大核心人力资源管理制度的认知与评价。方法运用自行设计的人力资源管理制度管理状况调查表对我国东、中、西3省、直辖市9个地区的128所公立医院进行调查。结果医院核心人力资源管理制度3个因子中,被调查者不清楚率最高的是"晋升"(5.21%),不认同率最高的是"薪酬"(25.02%)。logistic回归分析显示,是否是管理者、院内工龄等与被调查者对3大医院核心人力资源管理制度的评价有显著关联(P<0.05)。结论普通医生与管理者对医院核心人力资源管理制度的知晓度尚可,医院管理者对医院核心人力资源管理制度的评价均显著优于普通医生。 Objective To analyze the knowledge and perception of physicians and managers from public hospitals on the core human resource measures, including remuneration, promotion and training. Methods Investigating 128 public hospitals in 9 districts located in 3 provinces of the east, central and west areas in China by using the self-designed human resource management questionnaires. Results Among the three dimensions of the human resource management questionnaires, the awareness rate of ＂promotion＂ from the respondents was the lowest （5.21%）, and the problematic responses rate of ＂compensation＂ was the highest （25.02%）. Multilevel and multiple logistic regression showed that administrative duties, years of service in hospital had significant relationships with the problematic responses for the three HR dimensions （P〈0.05）. Conclusion There was a relatively good knowledge of the core human resource measures among physicians and managers. Besides, the evaluation scores provided by managers were universally better than those by physicians.

关 键 词： 医生 管理者 核心人力资源管理 制度 评价