我国公立医院医生薪酬水平确定方法的综合比较

Comprehensive comparison of the methods for determining the salary level of doctors in public hospitals in China

目前确定薪酬水平的方法主要有社平工资比较法、平衡比较法、市场比较法三种方法。本文从对象、原则、方法、优势、可操作性、限制条件和适用范围等方面对上述三种方法进行比较,发现三种方法各有优劣,在具体运用时需根据不同的适用条件加以考虑和选择。社平工资比较法过于依赖价值观的影响,市场比较法则需以完善的医疗市场作为基础。因此,本文建议我国对医生薪酬水平的确定方法应从社平工资比较法慢慢向平衡比较法过渡;同时,在平衡比较时,要注意关注非货币化的福利因素及建立严格的医生培养和准入机制,提升医生整体素质。

At present, there are three methods for determining the salary level, namely the social average wage comparison method, balance comparison method, and market comparison method respectively. Through comprehensive comparison, this paper compares the abovementioned three paths from aspects of objects, principles, methods, advantages, operability, limitations or restriction conditions, and scope of application, and finds out the advantages and disadvantages of each of the three methods. Therefore, it needs to be considered and selected according to different applicable conditions before being specifically applied. The results showed that social average wage comparison relies too much on the influence of values, and that the market comparison needs to be based on a sound medical market. Therefore, this paper suggests that China s method for determining the salary level should be gradually transitioned from the social average wage comparison to the balance comparison method. Simultaneously, much attention should be paid to non-monetary welfare factors and the establishment of strict training system and access mechanism to improve the overall quality of doctors.