外科医师绩效考核满意度影响因素研究

Research on the Influencing Factors of Surgeons’ Satisfaction with Performance Appraisal

目的了解外科医师对当前绩效考核方案的认知度及满意度,为后期方案的完善和修订提供基础资料。方法利用自行设计的外科医师奖励性绩效工资满意度问卷,对外科医师进行分层随机抽样,使用SPSS17.0软件进行数据分析。结果总体满意度为64.33%,绩效公平性及绩效考核方案两个维度认同度和满意度最低;个体特征中年龄、工作年限因素组间的满意度相比,差异有统计学意义(P<0.05),性别、职称、学历、政治面貌和日均工作时长五个因素组间相比性,差别无统计学意义(P>0.05)。结论新的绩效考核方案拉大了外科医师间的绩效差距,工作年限较短的年轻外科医师绩效较低,容易产生不公平感,医院管理者需要制定具有“兼顾公平”的奖励性绩效工资二次分配方案,并加强绩效沟通。

Objective To understand surgeons’recognition and satisfaction of the current performance program,and to provide basic data for the improvement and revision of later performance appraisal and distribution scheme. Methods Surgeons were stratified and randomly sampled by using the self-designed Surgeon Award Performance Pay Satisfaction Questionnaire,and the data were analyzed by SPSS17.0 software. Results The overall satisfaction rate was 64.33%,and the two dimensions,including performance fairness and performance appraisal scheme, had the lowest degree of recognition and satisfaction. Satisfaction with age and length of service has statistical significance(P <0.05),and there is no significant difference in satisfaction with gender,job title,education background,political status and average working hours(P >0.05). Conclusion The new performance appraisal scheme widens the performance gap between surgeons. Young surgeons with short working years have lower performance and are prone to generate a sense of unfairness. Therefore,hospital managers need to develop a“fair”incentive performance salary redistribution scheme and strengthen performance communication.