| 引用本文：莫玉芳,谢涛,张亮.公立医院人事管理改革的制度逻辑与路径差异——基于深圳市三家公立医院的案例比较分析[J].中国卫生政策研究,2026,19(5):33-39 |
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| 公立医院人事管理改革的制度逻辑与路径差异——基于深圳市三家公立医院的案例比较分析 |
| 投稿时间：2026-03-30 修订日期：2026-05-09 PDF全文浏览 HTML全文浏览 |
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莫玉芳1，谢涛1，张亮1,2
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| 1武汉大学政治与公共管理学院 湖北武汉 430000;2武汉大学健康治理研究中心 湖北武汉 430000 |
| 摘要:公立医院人事管理制度是深化医药卫生体制改革的关键环节，其实践形态受到多重制度逻辑的复杂形塑。本研究以深圳市三家公立医院为研究对象，采用多案例比较分析法，基于对医院管理者的深度访谈及档案资料的分析，从人员编制、人才引进与薪酬激励三个核心维度切入，系统考察不同医院的改革实践，旨在揭示人事管理制度改革的路径差异及其背后的深层机理。研究发现：编制改革的关键在于切断编制与待遇的刚性挂钩；人才引进策略受制于资源禀赋与功能定位的匹配性；激励体系的有效性取决于公平与效率的审慎权衡。建议建立编制动态调整机制，将身份保障转向岗位贡献；优化人才引进策略，建立内外协同的可持续引育体系；深化薪酬制度改革，构建健康绩效导向的分配新机制。 |
| 关键词:公立医院 人事管理改革 人员编制 人才引进 薪酬激励 |
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| The institutional logic and path differentiation of personnel management reform in public hospitals： A comparative case study of three public hospitals in Shenzhen |
| MO Yu-fang1, XIE Tao1, ZHANG Liang1,2 |
| 1School of Political Science and Public Administration， Wuhan University， Wuhan Hubei 430000， China;2Research Center for Health Governance， Wuhan University， Wuhan Hubei 430000， China |
| Abstract:The personnel management system of public hospitals is a key link in the deepening of the medical and health system reform， and its practical form is shaped by multiple institutional logics in a complex way. This study takes three public hospitals in Shenzhen as the research objects， adopts the multi-case comparative analysis method， and based on in-depth interviews with hospital managers and the analysis of archival materials， it systematically examines the reform practices of different hospitals from three core dimensions： personnel establishment， talent introduction and salary incentives， aiming to reveal the path differences in the reform of the personnel management system and the underlying mechanisms. The research findings are as follows： The key to the reform of the establishment system lies in cutting the rigid connection between the establishment and benefits； the talent introduction strategy is constrained by the matching of resource endowment and functional positioning； the effectiveness of the incentive system depends on the careful balance between fairness and efficiency. Based on these findings， the following suggestions are made： Establish a dynamic adjustment mechanism for the establishment， shift from identity guarantee to job contribution； optimize the talent introduction strategy and establish a sustainable talent introduction and cultivation system that is internally and externally coordinated； deepen the salary system reform and build a new distribution mechanism oriented towards health performance. |
| Key words:Public hospitals Personnel management reform Personnel establishment Talent recruitment Salary incentives |
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