摘要
利用卫生部人才中心开发的乡镇卫生院院长胜任力模型,采取层次分析法对安徽和新疆贫困农村地区17家项目乡镇卫生院院长胜任力进行定量研究,研究发现,新疆项目卫生院院长的基准胜任力和鉴别胜任力平均得分高于安徽项目卫生院院长的平均得分。职工工作满意度和院长鉴别胜任力成正相关(相关系数为0.532,P<0.05),而与基准胜任力无关。建议我国选拔和培养乡镇卫生院院长应该把胜任力作为评价尺度,特别是鉴别胜任力。
Directors of 17 township health centers（THC） in poor rural areas in Anhui and Xinjiang were quantitatively evaluated on their competency with analytic hierarchy process and competency model of THC masters developed by health workers management center of ministry of health.The results revealed that mean scores of directors′ threshold competency and differentiating competency in Xinjiang were higher than those in Anhui.The job satisfaction has positive correlation with directors′ differentiating competency（coefficient of correlation was 0.532,P0.05）,but no association with threshold competency.Thus competency,especially differentiating competency should be an evaluation scale for choosing and training directors of THC.
出处
《中国卫生事业管理》
北大核心
2010年第3期188-190,共3页
Chinese Health Service Management
基金
卫生部-嘉道理"农村健康促进项目"资助(14513083)
华中科技大学人文科学基金资助(25513001)
关键词
乡镇卫生院院长
基准胜任力
鉴别胜任力
层次分析法
Directors of Township Health Center
Threshold Competency
Differentiating Competency
Analytic Hierarchy Process.
