CAJ | 학술논문

我国公立医院临床医生的绩效评价模式是困扰医院内部管理的瓶颈问题，现行的绩效评价模式存在绩效评价指标难以选择、医生行为导向性不强等问题，因此在分析现有公立医院医生绩效评价模式的基础上，可借鉴员工参与理论对其进行优化，具体可分为4个方面：对管理者与医生进行培训、建立医生绩效评价指标体系、建立医生绩效评价的沟通和反馈机制、奖励和认可医生参与行为。医生参与绩效评价可以改善当前绩效评价模式中存在的问题，充分调动医生积极性。
아국공립의원림상의생적적효평개모식시곤우의원내부관리적병경문제，현행적적효평개모식존재적효평개지표난이선택、의생행위도향성불강등문제，인차재분석현유공립의원의생적효평개모식적기출상，가차감원공삼여이론대기진행우화，구체가분위4개방면：대관리자여의생진행배훈、건립의생적효평개지표체계、건립의생적효평개적구통화반궤궤제、장려화인가의생삼여행위。의생삼여적효평개가이개선당전적효평개모식중존재적문제，충분조동의생적겁성。
At present, the physician's performance motivation mode is still a bottleneck problem of hospital internal management.The diffi-culties to choose the indexes and action-orientation can be the problems that exist in the current performance evaluation.Therefore, on the foun-dation of existing condition analysis of performance evaluation, this article learned from the theory of employee participation to improve physician's performance evaluation mode.The optimization process can be divided into four parts:training, building evaluation index system, communica-tion and feedback, and rewards.Through physicians'participation, the problems that existed in current performance evaluation can be changed in a positive way.