| 引用本文：卓丽军, 陶红兵.县域医共体内县级专科医师下沉基层的激励机制研究[J].中国卫生政策研究,2023,16(3):24-29 |
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| 县域医共体内县级专科医师下沉基层的激励机制研究 |
| 投稿时间：2022-12-02 修订日期：2023-03-07 PDF全文浏览 HTML全文浏览 |
| 卓丽军, 陶红兵 |
| 华中科技大学同济医学院医药卫生管理学院 湖北武汉 430030 |
| 摘要:为探究县域医共体内县级专科医师下沉基层的激励机制，提高县级专科医师下沉基层帮扶的工作绩效，本研究基于Kanfer的工作动机理论和ERG(Existence-Relatedness-Growth, ERG)需要理论，运用扎根理论对54位关键知情人士的访谈资料进行三级编码，识别出349个标签、36个初始范畴、10个主范畴、4个核心范畴。其中，核心范畴包括外部环境、激励因素、个人内部因素和工作绩效，以此构建县级专科医师下沉基层的激励机制框架和作用路径，即在控制外部环境的影响下，激励因素能够直接促进下沉帮扶工作绩效的提升，也能通过影响个人内部因素间接影响帮扶绩效。 |
| 关键词:县域医共体 优质资源下沉 激励机制 扎根理论 |
| 基金项目:国家自然科学基金面上项目(72074093)；湖北省卫健委课题“开展县域综合医药卫生体制改革试点研究”；“华中科技大学文科双一流建设重大学科平台(公立医院高质量发展研究中心)”支持 |
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| Research on the incentive mechanism of county-level specialists outreach the grassroots level in the county medical community |
| ZHUO Li-jun, TAO Hong-bing |
| School of Medicine and Health Management of Tongji Medical College, Huazhong University of Science and Technology, Wuhan Hubei 430030, China |
| Abstract:In order to study the incentive mechanism of county-level specialists outreach the grassroots level in the county medical communities and to improve the actual performance of these specialists, this paper codes the interview data of 54 key informants at three levels under grounded theory on the basis of work motivation theory of Kanfer and ERG (Existence-Relatedness-Growth) theory. 349 labels are thus identifying, together with 36 initial categories, 10 main categories, and 4 core categories, namely external environment factor, incentive factors, interpersonal factors and job performance, which contributes to. the framework and action path of incentive mechanism for county-level specialists sinking to the grassroots level. It indicates that even in controlled external environment, incentive factors can directly promote the performance of these specialists' outreach and also indirectly affect it by influencing personal internal factors. |
| Key words:County medical community Quality resources outreach Incentive mechanism Grounded Theory |
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