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基于AMO模型的三級公立醫院職能部門管理效能影響因素研究

Influencing factors of management effi ciency of functional departments in tertiary public hospitals: an analysis based on AMO model

作者:

雷鵬   丁荊妮   張欲曉   曹萌   余紅   車愛紅   康輝   官紅霞    鄭大成   孔學軍

單位:

湖北省荊門,荊門市第一人民醫院(雷鵬、丁荊妮、余紅、車愛紅、康輝、官紅霞、鄭大成、孔學軍);武漢大學公共衛生學院(張欲曉);復旦大學附屬華山醫院(曹萌)

關鍵詞:

AMO模型;公立醫院;職能部門;管理效能;激勵約束機制

分類號:

R197

DOI:

10.3969/j.issn.2095-7432.2023.01.005

出版年,卷(期),頁碼:2023,13 (1):27-32

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摘要:

目的 評價公立醫院職能部門管理效能,分析其影響因素,為改進公立醫院職能部門績效管理和提高醫院整體運營效率、效益提供依據。方法 基于人力資源管理的AMO模型構建管理效能測評體系并設計問卷,結合醫療機構管理情境,將三級公立醫院職能部門劃分為黨務群團、綜合行政、業務管理、科研教學、經濟運營、技術支持、后勤保障7 個類別,針對其管理效能開展分層隨機抽樣調查和關鍵知情人訪談。采用多重線性回歸分析組織環境、工作動機、能力素質3個維度的8個項目對職能部門管理效能的影響。結果 醫院職能部門管理效能、履職程度、履職時效百分制評分分別為85.96、87.53、88.43,8 個評價項目均存在不同程度的問題。經濟運營、技術支持、后勤保障3 類職能部門的工作績效評分低于其他4類職能部門。部門職責、規章制度、敬業精神、創新思維4個評價項目存在問題的嚴重程度等級與職能部門管理效能綜合評分呈負相關。結論 職能部門人力資源規劃應注重前瞻性,不同類別職能部門管理效能存在差異,提升管理效能應重點加強績效管理,同時需要建設多維激勵機制和高績效團隊,公立醫院也應適時考慮引入廣泛應用于企業的AMO模型,以完善職能部門績效管理體系。

英文摘要:

Objective To evaluate the management efficiency of functional departments in public hospitals, analyze their influencing factors, and provide evidence for improving the performance management of functional departments of public hospitals and the overall operational effi ciency and revenue of hospitals. Methods Based on the Ability, Motivation, and Opportunity (AMO) model of human resource management, a management performance evaluation system was constructed, and a relevant questionnaire was designed. According to the context of medical institution management, the functional departments in tertiary public hospitals were divided into seven categories: Party affair offices and mass groups, general administration, business management, scientific research and teaching, economic operation, technical support, and logistics. Stratifi ed random sampling surveys and key informant interviews were carried out for their management performance. Multiple linear regression method was used to analyze the impact of 8 items in three dimensions (including organizational environment, work motivation, and competency) on the management performance of functional departments. Results The scores of management effi ciency, performance of duties, and performance timeliness in the functional departments were 85.96, 87.53, and 88.43, respectively, and problems of varying degrees were identifi ed in all the eight items. The performance scores of three functional departments including economic operation, technical support, and logistics were lower than those of the other four functional departments. The severity grade of the problems in four items including department duties/responsibilities, rules/regulations, professionalism, and innovative thinking was negatively correlated with the comprehensive score of management effi ciency in functional departments. Conclusions Human resources planning for functional departments should be farsighted. The management effi ciency differs among different types of functional departments. Performance management should be enhanced to improve the management effi ciency, and at the same time multi-dimensional incentive mechanism and high-performance teams are also required. Public hospitals should also consider introducing AMO models, which are widely used in enterprises, to improve the performance management system of functional departments.

基金項目:

荊門市重點科技計劃項目(2019YFZD043);荊門市科技計劃項目(2019YFYB023

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