中国卫生政策研究
中國衛生政策研究
중국위생정책연구
Chinese Journal of Health Policy
2015年
8期
16-22
,共7页
魏华林%张宏%陈哲娟%刘金峰
魏華林%張宏%陳哲娟%劉金峰
위화림%장굉%진철연%류금봉
乡镇卫生院%医务人员%薪酬满意度%多层线性模型
鄉鎮衛生院%醫務人員%薪酬滿意度%多層線性模型
향진위생원%의무인원%신수만의도%다층선성모형
Township health centers%Medical staff%Remuneration satisfaction%Hierarchical Linear Modeling
目的：：调查东、中、西部乡镇卫生院医务人员薪酬水平及满意度的差异,运用多层线性模型( Hierachical Linear Modeling, HLM)探讨影响薪酬满意度的因素,并提出改善建议。方法：采取整群抽样方法抽取东、中、西部9个县的104家乡镇卫生院和909名医务人员进行调查,采用描述、方差分析和多层线性模型等统计方法进行分析。结果：2011年调查地区乡镇卫生院医务人员平均年收入为28324元,5点量尺上的薪酬满意度为2．77,处于不满意水平,三个地区薪酬水平( F =140．16, P <0．001)和薪酬满意度( F =240．84, P<0．001)的差异均具有统计学意义,其中东部最高,西部次之,中部最低。 HLM分析表明,薪酬满意度个体层面的影响因素包括从业时间和日工作量,乡镇卫生院层面的影响因素包括是否实行收支两条线、月均出院人数和财政拨款收入等。结论：乡镇卫生院医务人员薪酬水平和薪酬满意度偏低,东、中、西部区域差异大,可以从完善收支管理制度、绩效工资制度等方面来提升乡镇卫生院医务人员薪酬满意度。
目的：：調查東、中、西部鄉鎮衛生院醫務人員薪酬水平及滿意度的差異,運用多層線性模型( Hierachical Linear Modeling, HLM)探討影響薪酬滿意度的因素,併提齣改善建議。方法：採取整群抽樣方法抽取東、中、西部9箇縣的104傢鄉鎮衛生院和909名醫務人員進行調查,採用描述、方差分析和多層線性模型等統計方法進行分析。結果：2011年調查地區鄉鎮衛生院醫務人員平均年收入為28324元,5點量呎上的薪酬滿意度為2．77,處于不滿意水平,三箇地區薪酬水平( F =140．16, P <0．001)和薪酬滿意度( F =240．84, P<0．001)的差異均具有統計學意義,其中東部最高,西部次之,中部最低。 HLM分析錶明,薪酬滿意度箇體層麵的影響因素包括從業時間和日工作量,鄉鎮衛生院層麵的影響因素包括是否實行收支兩條線、月均齣院人數和財政撥款收入等。結論：鄉鎮衛生院醫務人員薪酬水平和薪酬滿意度偏低,東、中、西部區域差異大,可以從完善收支管理製度、績效工資製度等方麵來提升鄉鎮衛生院醫務人員薪酬滿意度。
목적：：조사동、중、서부향진위생원의무인원신수수평급만의도적차이,운용다층선성모형( Hierachical Linear Modeling, HLM)탐토영향신수만의도적인소,병제출개선건의。방법：채취정군추양방법추취동、중、서부9개현적104가향진위생원화909명의무인원진행조사,채용묘술、방차분석화다층선성모형등통계방법진행분석。결과：2011년조사지구향진위생원의무인원평균년수입위28324원,5점량척상적신수만의도위2．77,처우불만의수평,삼개지구신수수평( F =140．16, P <0．001)화신수만의도( F =240．84, P<0．001)적차이균구유통계학의의,기중동부최고,서부차지,중부최저。 HLM분석표명,신수만의도개체층면적영향인소포괄종업시간화일공작량,향진위생원층면적영향인소포괄시부실행수지량조선、월균출원인수화재정발관수입등。결론：향진위생원의무인원신수수평화신수만의도편저,동、중、서부구역차이대,가이종완선수지관리제도、적효공자제도등방면래제승향진위생원의무인원신수만의도。
Objective:To conduct a survey on the difference in medical staff remuneration level and satisfaction within the eastern, central and western township health centers, explore the influencing factors on remuneration satis-faction, and put forward some suggestions. Methods:909 medical staff and 104 township health centers from 9 coun-ties in the eastern, central and western regions were investigated. The Descriptive, ANOVA and Hierarchical Linear Model ( HLM) methods were used to analyze the survey results. Results:Average annual medical staff remuneration was 28 324 Yuan in 2011 and the remuneration satisfaction was 2. 77 in five-point scale. The difference between the remuneration level (F=140. 16,P<0. 001) and remuneration satisfaction (F=240. 84,P<0. 001) among three re-gions was statistically significant. The HLM analysis indicated that the working time, workload per day in individual level and whether by practicing the policy of separation between revenue and expenditure, the number of average monthly discharged patients and the fiscal appropriation income in the township health centers level affected the remu-neration satisfaction. Conclusions:The medical staff remuneration level and satisfaction in the township health centers were low, both having a great regional difference. Therefore, the improvement of the medical personnel remuneration satisfaction is obtained through improving the revenue and expenditure, and the performance-based pay system.
