基层医疗卫生人员绩效考核结果运用方式研究

付亚群; 赵世超; 张敏敏; 刘晓云

引用本文：付亚群, 赵世超, 张敏敏, 刘晓云.基层医疗卫生人员绩效考核结果运用方式研究[J].中国卫生政策研究,2016,9(3):46-52

基层医疗卫生人员绩效考核结果运用方式研究

投稿时间：2015-12-15 修订日期：2016-03-07 PDF全文浏览 HTML全文浏览

付亚群^1,2, 赵世超³, 张敏敏², 刘晓云²

1. 北京大学公共卫生学院北京 100191;
2. 北京大学中国卫生发展研究中心北京 100191;
3. 山东大学卫生管理与政策研究中心山东济南 250012

摘要:目的:评价绩效考核结果的不同运用方式(即把考核结果与收入挂钩、反馈给个人、进行全院公示、与晋升挂钩)对卫生人员的满意度和工作绩效的作用效果。方法:采用多阶段抽样的方法,对山东、安徽、陕西三省45所乡镇卫生院在岗卫生人员进行问卷调查。运用描述性统计及多水平Logistic回归,分析绩效考核结果的运用方式与卫生人员满意度、工作绩效的相关关系。结果:多水平Logistic回归显示,四种考核结果运用方式对绩效考核满意度作用的OR值分别为:与收入挂钩2.13(95%CI:1.15-3.96);反馈给个人2.65(95%CI:1.56-4.48);进行全院公示2.23(95%CI:1.42-3.49);与晋升挂钩2.08(95%CI:1.37-3.18)。把考核结果与收入挂钩对不同维度工作绩效作用的OR值分别为:任务绩效0.62(95%CI:0.39-0.97),关系绩效0.67(95%CI:0.44-1.00);公示对工作绩效作用的OR值分别为:任务绩效1.80(95%CI:1.17-2.76),学习绩效1.60(95%CI:1.07-2.38),且都有统计学意义。结论:四种考核结果的运用方式均可以提高卫生人员对绩效考核的满意度;把考核结果与收入挂钩会降低卫生人员的工作绩效;对考核结果进行公示可以显著提高卫生人员的工作绩效。

关键词:绩效考核工作满意度工作绩效

基金项目:美国中华医学基金会项目(CMB991)

A study on application of the performance evaluation results among primary healthcare workforce

FU Ya-qun^1,2, ZHAO Shi-chao³, ZHANG Min-min², LIU Xiao-yun²

1. School of Public Health, Peking University, Beijing 100191, China;
2. China Center for Health Development Studies, Peking University, Beijing 100191, China;
3. Center for Health Management and Policy, Shandong University, Jinan Shandong 250012, China

Abstract:Objective:To analyze the different application ways of the performance evaluation (PE) results, namely linking PE results to individual's income, giving feedback to individuals, publicity of PE results, and linking PE results to the career promotion, and their effects on different job satisfaction and work performance. Methods:A multi-stage sampling process was applied in selecting the sites of study. Cross-sectional questionnaire survey was conducted with the post health personnel in 45 township health centers from three Provinces of Shandong, Anhui and Shanxi. Descriptive statistics and multi-level Logistic regression analysis were used to examine the relationships between PE results application and manner in which health personnel are satisfied by PE and their work performance. Results:Multi-level logistic regression analysis showed that four ways to use PE assessment results with the role of OR values for the satisfaction of health personnel were:linking PE results to income 2.13(95%CI:1.15~3.96), giving PE feedback to individuals 2.65(95%CI:1.56~4.48), hospital-wide PE results publicity 2.23(95%CI:1.42~3.49), and linking PE results to the career promotion 2.08(95%CI:1.37~3.18). Different dimensions of OR values' examination results and income-related effects on work performance were task performance 0.62(95%CI:0.39~0.97) and relation performance 0.67(95%CI:0.44~1.00); while the effects of publicity OR values such as task performance 1.80(95%CI:1.17~2.76) and learning performance 1.60(95%CI:1.07~2.38) on work performance were statistically significant. Conclusion:The four kinds of PE results application can significantly improve the use of all manners to the satisfaction of health personnel over the PE policy. Linking PE results to income can reduce the work performance, but a hospital-wide PE results publicity can remarkably enhance it. The PE results methods should be widely publicized in all primary healthcare institutions located in Chinese primary healthcare institutions.

Key words:Performance evaluation Job satisfaction Work performance

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