医院专科运营助理核心能力评价指标体系的构建

Construction of the evaluation index system for core competence of hospital specialist service operation assistants

目的构建医院专科运营助理核心能力评价指标体系,为医院专科运营助理的管理提供参考。方法2022年1—3月,通过文献分析和行为事件访谈法,基于Donabedian模型初步构建医院专科运营助理核心能力评价指标体系;随后采用专家咨询法进行函询,邀请专家对指标体系的内容及重要性进行评价,运用层次分析法计算各级指标的权重。结果共开展两轮专家函询,函询问卷有效回收率均为100%。第二轮函询专家的熟悉系数为0.87,判断依据系数为0.90,权威系数为0.89。最终构建形成的医院专科运营助理核心能力评价指标体系包括一级指标3个、二级指标13个、三级指标81个。一级指标结构指标的权重为0.266,其所属二级指标中权重最高的为运营发展能力(0.083),而运营发展能力所属三级指标中权重最高的为综合协调能力(0.193);一级指标过程指标的权重为0.405,相应的权重最高的二级和三级指标分别为科室运营实践工作(0.157)和资源的合理配置(0.303);一级指标结果指标的权重为0.329,相应的权重最高的二级和三级指标分别为医疗质量与安全(0.103)和药物不良反应报告率(0.237)。结论本研究构建的专科运营助理核心能力评价指标体系科学性较好,权重赋值较为合理,可为专科运营助理的管理提供参考。

Objective To construct an evaluation index system for the core competence of hospital specialist service operation assistants and provide reference for the evaluation of such competence.Methods From January to March 2022,literature analysis and behavioral event interviews were used to initially establish a core competence evaluation index system of hospital specialist service operation assistants,based on the Donabedian model.Subsequently,the Delphi expert consultation method was applied to conduct correspondence consultation,inviting experts to evaluate the contents and importance of the index system,using analytic hierarchy process to determine the weights of the indexes at all levels.Results Two rounds of expert consultation were carried out,and the valid recovery rate of the questionnaire was 100%.The familiarity coefficient of the second round of correspondence was 0.87,the basis of judgment coefficient was 0.90,and the authority coefficient was 0.89.The final evaluation index system for core competence of hospital specialist service operation assistant consisted of 3 first-level indexes,13 second-level indexes and 81 third-level indexes.The weight of the first-level index structure index was 0.266,and the highest weight among the second-level indexes was the operational development ability(0.083),while the highest weight among the third-level indexes of operational development ability was the comprehensive coordination ability(0.193);The weight of the first-level index process index was 0.405,and the corresponding second-level and third-level indexes with the highest weight were department operation practice work(0.157)and reasonable resource allocation(0.303),respectively;The weight of the first-level index result index was 0.329,and the corresponding second-level and third-level indexes with the highest weight were the weight of medical quality and safety(0.103)and drug adverse reaction reporting rate(0.237),respectively.Conclusions The evaluation index system constructed in this study proves scientific and reasonable in weight assignment,proving a reference for the management of the specialist service operation assistants.