A comparison of how MR released to the insurance company Assist Card from a Chinese medical facility Hengyang HP vs from a US facility Stutter Health was roughly displayed. The former MR was for Mafia, a Colombian Ass...A comparison of how MR released to the insurance company Assist Card from a Chinese medical facility Hengyang HP vs from a US facility Stutter Health was roughly displayed. The former MR was for Mafia, a Colombian Assist Card cardholder, worked and got hospitalized in China, the later MR for Kong Lijun, a Chinese StarrChina cardholder, visited and got medical treatments in USA, they shared Assist Card international traveling and insurance assistance. In both cases, Assist Card got MR for the patient from the facilities that gave them treatments. As a third party, Assist Card went through different procedures to claim MR from Hengyang HP vs from Stutter Health. It managed to have got three MRs and three FTF and was pushing a fourth MR from Hengyang HP in about ten days, while it got only one MR from Stutter Health in ten days after twists and turns. The over cooperative or obedient tendency toward Assist Card＇s requests made Hengyang HP vulnerable and controllable, while the strict MR release procedures in Stutter Health made Assist Card passive and helpless.展开更多
In 2008 remuneration reform for public sector was introduced in Russia. Its main idea was to implement P4P principle well-known in business, including more flexible approach to wage setting. This paper presents an att...In 2008 remuneration reform for public sector was introduced in Russia. Its main idea was to implement P4P principle well-known in business, including more flexible approach to wage setting. This paper presents an attempt to estimate an influence of the new remuneration system （NRS） on earnings level, inequalities and job motivation. The estimates are based on microdata of monitoring survey of healthcare economic problems conducted in Russia in 2009 and 2010. The extended specification of Mincer earning equation and probit-models were used. One could observe increasing wage rates and earning inequalities within healthcare institutions adopted NRS though worker＇s experience and regional economic differences remain significant wage determining factors. As it occurs, NRS is widely adopted by large regional and central hospitals while smaller health care institutions show less enthusiasm in implementing reform. Obviously, the larger institutions have more money and better educated administrative staff to introduce the new system. Those chief physicians who adopted NRS point out a positive correlation between earnings and individual input. At the same time, those committed to old principles of wage setting more often note declining job turnover. This latter result could possibly indicate negative personnel sorting, less productive workers tending to stay with employer who doesn＇t assess their performance. As concerns anticipated NRS results such as increasing motivation and quality of health services, the evidence is still ambiguous.展开更多
文摘A comparison of how MR released to the insurance company Assist Card from a Chinese medical facility Hengyang HP vs from a US facility Stutter Health was roughly displayed. The former MR was for Mafia, a Colombian Assist Card cardholder, worked and got hospitalized in China, the later MR for Kong Lijun, a Chinese StarrChina cardholder, visited and got medical treatments in USA, they shared Assist Card international traveling and insurance assistance. In both cases, Assist Card got MR for the patient from the facilities that gave them treatments. As a third party, Assist Card went through different procedures to claim MR from Hengyang HP vs from Stutter Health. It managed to have got three MRs and three FTF and was pushing a fourth MR from Hengyang HP in about ten days, while it got only one MR from Stutter Health in ten days after twists and turns. The over cooperative or obedient tendency toward Assist Card＇s requests made Hengyang HP vulnerable and controllable, while the strict MR release procedures in Stutter Health made Assist Card passive and helpless.
文摘In 2008 remuneration reform for public sector was introduced in Russia. Its main idea was to implement P4P principle well-known in business, including more flexible approach to wage setting. This paper presents an attempt to estimate an influence of the new remuneration system （NRS） on earnings level, inequalities and job motivation. The estimates are based on microdata of monitoring survey of healthcare economic problems conducted in Russia in 2009 and 2010. The extended specification of Mincer earning equation and probit-models were used. One could observe increasing wage rates and earning inequalities within healthcare institutions adopted NRS though worker＇s experience and regional economic differences remain significant wage determining factors. As it occurs, NRS is widely adopted by large regional and central hospitals while smaller health care institutions show less enthusiasm in implementing reform. Obviously, the larger institutions have more money and better educated administrative staff to introduce the new system. Those chief physicians who adopted NRS point out a positive correlation between earnings and individual input. At the same time, those committed to old principles of wage setting more often note declining job turnover. This latter result could possibly indicate negative personnel sorting, less productive workers tending to stay with employer who doesn＇t assess their performance. As concerns anticipated NRS results such as increasing motivation and quality of health services, the evidence is still ambiguous.
