摘要
本研究于2014年4月8日对上海市浦东医院全院进行问卷调查,问卷发放200份,回收后有效问卷114份。问卷分为五大维度,绩效考核方案的落实程度、绩效考核方案的优势、绩效考核的公平性、绩效考核后整体质量的影响、医院绩效考核的结果及分配。本文通过重要性/绩效分析(IPA),提出以下建议:第一、利用绩效管理系统实施绩效评价体系的动态监测;第二、重视医疗服务特殊性对医院绩效管理水平影响;第三、加强医院文化建设从而提升对绩效管理水平。希望医院建立以科学评价为关键的新型绩效管理模式,提高员工对绩效的满意度和对绩效的支持及对医院的归属感,从而有效推动医院绩效改革,促进医院经营发展,提高医院生产效益。
A questionnaire survey was conducted in 200 employees in Shanghai Pudong Hospital on April 8, 2014. One hundred and fourteen were deemed as valid. The questionnaire consists of five parts, including implementation of performance appraisal, advantages of performance appraisal, fairness of performance appraisal, effects of performance appraisal on overall quality, as well as results of performance appraisal and incentive allocation. In this article, the following suggestions were proposed after Importance-Performance Analysis （IPA）： Firstly, implementation of dynamic monitoring on performance appraisal system by utilization of performance management system; secondly, attention to the effects of peculiarity of healthcare service on the outcome of performance management; and lastly, improvement of performance management by enhancing hospital culture construction. It is suggested that hospital should establish a new model of performance management system based upon objective measures. The goal of this new evaluation system is to help promote the staff satisfaction and supports on performance appraisal system and enhance the sense of belonging among hospital staff. As a result, the reform of performance management system can be effectively implemented, and the operation effectiveness and efficiency can be improved.
基金
上海市医院协会基金资助项目
项目编号2013021
关键词
IPA
重要性/绩效矩阵分析
绩效满意度
Importance-Performance Analysis （IPA）
Matrix Analysis of Importance- Performance
Staff Satisfaction on Performance Appraisal
