| 引用本文：李文敏,李迪,王子龙.公立医院医生年薪制的概念框架与内涵基于国内外实践的分析[J].中国卫生政策研究,2026,19(5):25-32 |
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| 公立医院医生年薪制的概念框架与内涵基于国内外实践的分析 |
| 投稿时间：2026-04-13 修订日期：2026-05-08 PDF全文浏览 HTML全文浏览 |
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李文敏1,2，李迪1，王子龙1
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| 1湖北大学公共管理学院 湖北武汉 430030;2湖北大学卫生政策研究与评价中心 湖北武汉 430030 |
| 摘要:医生年薪制已成为中国公立医院薪酬制度改革的重要探索方向，但其概念内涵尚不清晰。本文从薪酬核定方式、薪酬结构、与服务量关联程度以及绩效考核机制四个维度构建分析框架，以此分析英国、德国、澳大利亚及中国福建省三明市公立医院医生年薪制的实践特征。由此，提炼出医生年薪制概念的四项核心要素：薪酬事前核定、基础薪酬主导、服务量弱关联与多维度绩效考核。上述要素共同表明，医生年薪制并非单一固定薪酬模式，而是一种兼顾收入稳定、激励约束与价值导向的复合型薪酬制度安排。因此，推进公立医院医生年薪制改革，应准确把握其概念内涵，围绕核心要素优化薪酬结构与绩效考核体系，并将其置于“三医联动”改革框架下统筹推进，因地制宜探索实施路径。 |
| 关键词:公立医院 薪酬制度 医生年薪制 概念内涵 |
| 基金项目:国家社会科学基金项目（25BGL281） |
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| Conceptual framework and connotation of the doctor's annual salary system in public hospitals： An analysis based on domestic and international practices |
| LI Wen-min1,2, LI Di1, WANG Zi-long1 |
| 1School of Public Administration， Hubei University， Wuhan Hubei 430030， China;2Center for Health Policy Research and Evaluation， Hubei University， Wuhan Hubei 430030， China |
| Abstract:The reform of the annual salary system for doctors has become an important direction for the reform of the remuneration system in public hospitals in China. Although the annual salary system for doctors is frequently discussed， its conceptual connotation remains unclear. This paper constructs an analytical framework from four dimensions： salary determination methods， salary structure， the degree of association with service volume， and the performance guidance mechanism， in order to analyze the practical characteristics of the annual salary system for doctors in public hospitals in the UK， Germany， Australia， and Sanming City， Fujian Province， China. Based on this， four core elements of the concept of the doctor's annual salary system are extracted： predetermined salary， a salary dominated by the base salary， weak association with service volume， and multi-dimensional value assessment. These elements collectively indicate that the doctor's annual salary system is not a single fixed salary model， but rather a composite remuneration system that balances income stability， incentives， constraints， and value orientation. Accordingly， advancing the reform of physician compensation in public hospitals requires a clear understanding of its conceptual connotation， optimization of compensation structures and performance system around these core elements， and coordinated implementation within the framework of the "Three-Medicine Linkage" reform， with context-specific approaches tailored to local conditions. |
| Key words:Public hospitals Salary system Doctor's annual salary system Conceptual connotation |
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