摘要
优化全科医生薪酬制度,建立适应其行业特征的考核激励机制,是促进我国全科医生制度发展的有力抓手。英国以薪酬激励制度为发力点,有效提高了全科医生工作积极性以及初级医疗服务质量,加强了对医疗费用的控制。作者从薪酬模式和薪酬结构维度阐述英国全科医生薪酬激励机制,并介绍实施效果;基于罗宾斯综合激励理论视角揭示英国全科医生薪酬激励机制的内在逻辑;借鉴英国经验,针对我国全科医生薪酬激励机制中存在的问题,从确立与价值定位相符合的薪酬水平、优化薪酬结构、建立动态调整机制等方面提出建议,以期为优化我国全科医生薪酬激励机制提供参考。
Optimizing the salary system of general practitioners and establishing a compensation incentives mechanism fitting its needs,would contribute effectively to the development of the general practitioner system in China.Fully leveraging the salary incentive system,the United Kingdom(UK)effectively improved the working enthusiasm of general practitioners and its quality of primary medical services,and limited its medical expenses as well.The authors expounded the incentive mechanism of general practitioners′salary in the UK from such dimensions as salary model and salary structure,and introduced the implementation effect.Based on Robbins′comprehensive incentive theory,the authors introduced the internal logic of the UK′s general practitioners′salary incentive mechanism.Based on the UK experiences,along with existing problems in China,the authors recommended on setting up value-based salary levels,optimizing the salary structure,and establishing a dynamic adjustment mechanism.These ideas are expected to help optimize the salary incentive mechanism for general practitioners in China.
作者
黎叶然
吕兰婷
吴军
Li Yeran;Lyu Lanting;Wu Jun(School of Public Administration and Policy,Health Technology Assessment and Health Policy Research Center,Renmin University of China,Beijing 100872,China;Emergency Department,Peking University Third Hospital,Beijing 100191,China)
出处
《中华医院管理杂志》
CSCD
北大核心
2022年第10期746-751,共6页
Chinese Journal of Hospital Administration
基金
中国人民大学公共健康与疾病预防控制交叉学科重大创新平台(2022PDPC)。
关键词
卫生人力
全科医生
薪酬激励机制
综合激励理论
英国
Health manpower
General practitioner
Salary incentive mechanism
Integrated incentive model
United Kingdom
