本文選題：績(jī)效考核 + 滿意度��； 參考：《中國(guó)公共衛(wèi)生》2017年09期

【摘要】：目的了解不同考核結(jié)果運(yùn)用方式(考核結(jié)果與收入掛鉤、考核結(jié)果反饋給個(gè)人、考核結(jié)果進(jìn)行全院公示、考核結(jié)果與晉升掛鉤)在不同特征(年齡、學(xué)歷、人員類(lèi)型)衛(wèi)生人員中的作用效果(考核滿意度和工作績(jī)效)的差異。方法采用多階段抽樣法,對(duì)山東、安徽、陜西3省45所鄉(xiāng)鎮(zhèn)衛(wèi)生院所有在崗衛(wèi)生人員(共805人)進(jìn)行橫斷面問(wèn)卷調(diào)查,運(yùn)用多水平logistic回歸模型分析不同類(lèi)型群體績(jī)效考核結(jié)果運(yùn)用方式的效果差異。結(jié)果 770名調(diào)查對(duì)象中,77.5%的調(diào)查對(duì)象表示績(jī)效考核結(jié)果與個(gè)人收入掛鉤,58.7%的人反映考核結(jié)果可以反饋到個(gè)人;72.2%的人員對(duì)績(jī)效考核政策不滿意;在工作績(jī)效方面,自評(píng)具有高任務(wù)績(jī)效的人員比例最高(68.9%),其次是高學(xué)習(xí)績(jī)效(60.5%),具有高關(guān)系績(jī)效的人員比例最低(53.6%);醫(yī)技人員相比于護(hù)士,當(dāng)績(jī)效考核結(jié)果進(jìn)行公示時(shí)對(duì)考核滿意度較高(β=1.48);防保人員相比于護(hù)士,當(dāng)績(jī)效考核結(jié)果反饋到個(gè)人時(shí)任務(wù)績(jī)效較高(β=1.02);35歲的衛(wèi)生人員相對(duì)于≤35歲的衛(wèi)生人員,在考核結(jié)果與晉升掛鉤時(shí)關(guān)系績(jī)效較低(β=-0.62)。結(jié)論不同特征人群中績(jī)效考核的效果存在差異。在醫(yī)技人員中運(yùn)用公示制度、在防保人員中實(shí)施反饋制度時(shí)效果較好;考核結(jié)果與晉升掛鉤時(shí)年輕人員關(guān)系績(jī)效較高。
[Abstract]:Objective to understand the application of different assessment results (linked to income, feedback of assessment results to individuals, publicity of the whole hospital, and linkage of examination results to promotion) in different characteristics (age, education, etc.) Type of person) the difference in the effect of function (evaluation satisfaction and job performance) among health workers. Methods A cross-sectional questionnaire survey was conducted in 45 township health centers in Shandong, Anhui and Shaanxi provinces (805 people in total) by multi-stage sampling. Multi-level logistic regression model is used to analyze the effect of different groups' performance evaluation results. Results 77.5% of the 770 respondents indicated that 58.7% of the respondents reported that the results of the performance appraisal could be fed back to 72.2% of the respondents, and that in terms of job performance, 72.2% of the respondents were not satisfied with the performance appraisal policy, and in terms of job performance, 58.7% of the respondents reported that the results of the appraisal could be fed back to 72.2% of the respondents. The proportion of self-rated personnel with high task performance was the highest (68.9%), followed by high learning performance (60.5%), and the lowest proportion of persons with high relational performance (53.6%). When the results of the performance appraisal were published, the satisfaction of the assessment was higher (尾 1.48%), and the health workers who were less than 35 years old had higher task performance when the results of the performance appraisal were compared with those of the nurses, and the health workers aged 35 years and 鈮，

本文編號(hào)：1909769