發(fā)布時(shí)間：2018-04-29 06:07

  本文選題：廣西 + 中醫(yī)醫(yī)院��； 參考：《廣西醫(yī)科大學(xué)》2017年碩士論文

【摘要】：目的:通過(guò)調(diào)查了解2013-2015年廣西市級(jí)公立中醫(yī)醫(yī)院衛(wèi)生人員收入現(xiàn)狀和特點(diǎn),分析存在的問(wèn)題和不足并針對(duì)性的提出建議,為建立體現(xiàn)中醫(yī)藥人員技術(shù)勞務(wù)價(jià)值的收入分配制度,改善中醫(yī)醫(yī)院薪酬管理及人力資源管理,促進(jìn)中醫(yī)藥事業(yè)的發(fā)展和進(jìn)一步深化公立醫(yī)院綜合改革提供借鑒。方法:通過(guò)文獻(xiàn)研究、專家咨詢等方法自行設(shè)計(jì)問(wèn)卷,對(duì)廣西14家市級(jí)公立中醫(yī)醫(yī)院的基本情況、人員收入水平和結(jié)構(gòu)、人員流動(dòng)等情況調(diào)查;并在每家醫(yī)院選取70名衛(wèi)生人員進(jìn)行收入滿意度、理想收入水平和分配方式等情況調(diào)查。運(yùn)用描述性分析方法對(duì)醫(yī)院情況、衛(wèi)生人員收入情況和人員流動(dòng)情況、衛(wèi)生人員的態(tài)度等進(jìn)行分析;運(yùn)用單因素分析方法對(duì)不同類別衛(wèi)生人員在收入分配態(tài)度方面是否存在差異進(jìn)行分析。結(jié)果:(1)醫(yī)院逐漸壯大的同時(shí)負(fù)債規(guī)模也同步擴(kuò)大:三年間,負(fù)債總額增長(zhǎng)速度為46.11%,高于總資產(chǎn)增長(zhǎng)速度40.43%,至2015年負(fù)債率達(dá)57.46%。三年間醫(yī)院財(cái)政收入占總收入比例逐漸增加,但仍低于全國(guó)水平:2015年財(cái)政收入占總收入8.17%,低于全國(guó)水平(9.72%)1.55個(gè)百分點(diǎn);人員經(jīng)費(fèi)支出占醫(yī)院總支出比例從26.15%上升到29.99%,但仍低于全國(guó)水平30.92%。(2)衛(wèi)生人員收入逐步提高,醫(yī)師、行政和后勤人員的收入增長(zhǎng)速度在27%左右,護(hù)士和醫(yī)技人員則接近21%。但與社會(huì)工資相比,僅有4家醫(yī)院衛(wèi)生人員的年均總收入增長(zhǎng)幅度高于城鎮(zhèn)單位在崗職工平均工資的增長(zhǎng)幅度。編內(nèi)人員收入較編外人員高40%-55%左右,且除醫(yī)師外,其他崗位編制內(nèi)外人員收入差距有拉大趨勢(shì)。衛(wèi)生人員收入中績(jī)效工資占50%-60%左右,基本工資占30%-40%左右,津補(bǔ)貼占6%-9%,其他收入占4%-6%。編制內(nèi)外人員收入差距主要以績(jī)效工資和基本工資為主,各占一半左右。(3)醫(yī)院人員流出率小于流入率。流出人員主要以辭職為主,2015年辭職人員占流出人員的78.59%。辭職人員中編外人員占90%左右,而流入人員中未獲得編制的人員也是占90%左右。(4)衛(wèi)生人員對(duì)目前收入和考核分配制度滿意的人分別占10.52%和12.99%,其中醫(yī)師滿意度最低,工作年限越高、職務(wù)越高,滿意度就越高。認(rèn)為目前收入能體現(xiàn)自身價(jià)值的人占41.24%,其中醫(yī)師占比最低,中層領(lǐng)導(dǎo)高于普通職工。45.15%人認(rèn)為目前各崗位間收入差距不合理,醫(yī)師尤甚。41.34%人認(rèn)為收入應(yīng)在目前基礎(chǔ)上提高30%-60%;40.62%的人認(rèn)為醫(yī)務(wù)人員收入應(yīng)是社會(huì)平均工資3倍;期望年薪在8萬(wàn)以上的占83.71%,在10萬(wàn)以上的占62.89%;認(rèn)為浮動(dòng)收入占50%的人占23.51%,其中醫(yī)師認(rèn)為浮動(dòng)收入占比較高;96.91%人選擇收入是主要激勵(lì)因素,排名第一;理想收入分配因素中排前五名的分別為:工作量、服務(wù)質(zhì)量、病種難易程度、經(jīng)濟(jì)效益、職務(wù)職稱和學(xué)歷等。結(jié)論:無(wú)論是與社會(huì)其他行業(yè)、社會(huì)同行業(yè)、社會(huì)平均工資還是自身要求相比,衛(wèi)生人員總體收入水平較低且增速緩慢,缺乏外部競(jìng)爭(zhēng)力。編制內(nèi)外人員收入差距較大,存在同工異酬現(xiàn)象;不同崗位收入差距較小,未能充分體現(xiàn)崗位特點(diǎn),因此,收入水平對(duì)內(nèi)缺乏公平性。收入結(jié)構(gòu)相對(duì)合理,浮動(dòng)收入占比基本在大部分人期望范圍內(nèi),與專家建議相差不大。衛(wèi)生人員對(duì)收入水平和分配方式滿意度較低。鑒于目前財(cái)政投入和人員經(jīng)費(fèi)支出都比較低,收入仍有可提升的空間,但同時(shí)醫(yī)院的負(fù)債規(guī)模較大,任務(wù)也比較艱巨。建議:通過(guò)提高財(cái)政投入、提高人員經(jīng)費(fèi)支出占比、適當(dāng)調(diào)整醫(yī)療服務(wù)價(jià)格、適當(dāng)提高醫(yī)院績(jī)效工資總量調(diào)控水平和鼓勵(lì)科研教學(xué)等多種方式提高衛(wèi)生人員收入水平。同時(shí),建立科學(xué)的績(jī)效考核機(jī)制,完善編制管理,從“身份管理”向“崗位管理”轉(zhuǎn)變。此外,要重視非經(jīng)濟(jì)性薪酬的激勵(lì),在政策允許范圍內(nèi),適當(dāng)增加或變通衛(wèi)生人員的薪酬福利,增強(qiáng)員工歸屬感。
[Abstract]:Objective: To investigate the status and characteristics of the income of public health personnel in Guangxi municipal public medicine hospital of Guangxi, and to analyze the existing problems and shortcomings and to put forward some suggestions. In order to establish the income distribution system which embodies the technical and labor value of traditional Chinese medicine personnel, improve the salary management and human resource management in the traditional Chinese medicine hospital, and promote the Chinese medicine. The development of the industry and the further deepening of the comprehensive reform of public hospitals provide reference. Methods: through the literature research, expert consultation and other methods to design the questionnaire on the basis of the basic situation of the 14 municipal public hospitals in Guangxi, the level of personnel income and structure, the flow of personnel and so on; and to select 70 health personnel in each hospital to be full of income. A descriptive analysis method is used to analyze the situation of hospital, the income of the health personnel, the flow of the personnel, the attitude of the health personnel and so on, and the difference between the attitudes of different types of health personnel in the income distribution attitude is analyzed by the method of single factor analysis. Fruit: (1) the expansion of the hospital's debt scale is also expanding at the same time: in three years, the total debt growth rate is 46.11%, higher than the total asset growth rate of 40.43%. To 2015, the debt ratio reached 57.46%. three, the total income proportion of the total income increased gradually, but still lower than the national level: in 2015, the fiscal revenue accounted for 8.17% of total income, lower than the total income. The national level (9.72%) was 1.55 percentage points; the proportion of the total expenditure on the total expenditure of the hospital rose from 26.15% to 29.99%, but it was still lower than the national level 30.92%. (2), the income of the doctors, the administrative and logistics personnel was about 27%, the nurses and the medical technicians were close to the 21%. but only 4 doctors compared with the social wages. The average annual income increase of the hospital health workers is higher than the average wage of the workers in the urban unit. The income of the staff is about 40%-55% higher than that of the outside staff. Besides the doctors, the income gap between the internal and external personnel in other posts is larger than that of the doctors. The performance salary of the health personnel is about 50%-60%, and the basic salary is 30%-40% Around 6%-9%, the other income accounts for the income gap between the internal and external personnel and the basic salary of 4%-6%.. (3) the outflow rate of the hospital staff is less than the inflow rate. The outflow personnel mainly resign, and the resignations in 2015 accounted for about 90% of the resignations of the resigned personnel of the outflow personnel. The number of people who have not been compiled in the inflow is about 90%. (4) the people who are satisfied with the current income and assessment distribution system are 10.52% and 12.99% respectively. Among them, the satisfaction of doctors is the lowest, the higher the working life, the higher the job, the higher the degree of satisfaction. The people who think that the current income can reflect the value of their own account for 41.24%, of which the physician is in the ratio. At the lowest level, the middle level leader is higher than the ordinary staff.45.15% people think that the income gap between the posts is not reasonable at present. The doctors especially.41.34% people think that the income should be improved on the basis of 30%-60% at present. 40.62% of the people think that the income of medical staff should be 3 times the average social wage; the expected annual salary is 83.71% above 80 thousand, and the account for more than 100 thousand is 62.89%. Floating income accounted for 23.51% of the 50%, among which doctors thought floating income was higher; 96.91% people chose income as the main incentive factor, ranking the first; the top five of the ideal income distribution factors were the workload, quality of service, disease difficulty, economic benefit, job title and education. Compared with the industry, the social average wage or the social average wage, the overall income level of the health workers is low and the growth rate is slow, and the external competitiveness is slow. The income gap between the internal and external personnel is larger and the same work is not paid. The income gap between the different Posts is small and the post characteristics can not be fully reflected. Therefore, the income level is not fair to the inside. The income structure is relatively reasonable, the floating income ratio is basically in the range of most people's expectations, and the difference between the experts' suggestion is small. The health personnel are less satisfied with the income level and distribution mode. In view of the low financial input and personnel expenditure, the income still has the space to improve, but at the same time, the hospital has a large scale of debt. It is suggested that the income level of health personnel should be improved by improving the financial input, improving the proportion of personnel expenditure, adjusting the medical service price, improving the level of the total amount of hospital performance and salary, and encouraging the scientific research teaching to improve the income level of the health personnel. In addition, we should pay more attention to the incentive of non economic compensation and appropriately increase or change the salary and welfare of the health workers and enhance the sense of belonging of the staff within the scope of the policy.

【學(xué)位授予單位】：廣西醫(yī)科大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：R197.4

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