上海交通大学学报（医学版）

上海交通大学学报（医学版）

• 论著（卫生事业管理） • 上一篇    下一篇

医院行政科室岗位重要系数研究

万向荣1,2，奚益群2，任益炯3，崔文彬2，许姜姜2，袁蕙芸1   

  1. 1.上海交通大学 医学院附属仁济医院宣传科， 上海 200127； 2.上海交通大学附属儿童医院人力资源部， 上海 200040； 3.上海交通大学 医学院附属儿童医学中心绩效管理办公室， 上海 200127
  • 出版日期:2014-05-28 发布日期:2014-05-30
  • 通讯作者: 袁蕙芸, 电子信箱: yuanhuiyun@hotmail.com。
  • 作者简介:万向荣（1977—）， 男， 助理研究员， 硕士生; 电子信箱: wanxiangrong@mail.sh.cn。

Study on important coefficients of posts of hospital administrative departments

WAN Xiang-rong1,2, XI Yi-qun2, REN Yi-jiong3, CUI Wen-bin2, XU Jiang-jiang2, YUAN Hui-yun1   

  1. 1.Department of Publicity, Renji Hospital, Shanghai Jiao Tong University School of Medicine, Shanghai 200127, China; 2.Department of Human Resources, Shanghai Children's Hospital, Shanghai Jiao Tong University, Shanghai 200040, China; 3.Department of Performance Management, Shanghai Children's Medical Center, Shanghai Jiao Tong University School of Medicine, Shanghai 200127, China
  • Online:2014-05-28 Published:2014-05-30

PDF (PC)

1341

摘要：

目的 制定医院各行政科室及其科室内岗位的重要系数，评价科室间以及科室内部岗位间重要性的差异。方法 采用德尔斐专家咨询法对30位专家进行问卷调查，主要调查内容为对院办、医务部、科教部、人力资源部、感控办和设备管理部6个科室的对外联络岗位、档案管理岗位、医疗质量管理岗位、医疗纠纷管理岗位、综合管理岗位等19个岗位的重要性进行两两比较判断。运用层次分析法对调查结果构建判断矩阵并确定指标的权重，再计算出科室间和科室内部岗位的重要系数。结果 通过将评价指标的重要性差异进行量化，得出院办、医务部、科教部、人力资源部、感控办和设备管理部6个科室的科室间岗位重要系数分别为1.08、1.20、0.96、1.02、0.90和0.84；在科室内岗位重要系数中,院办的对外联络岗位、医务部的医疗质量管理岗位、科教部的科研管理岗位、人力资源部的绩效管理岗位、感控办的院感管理岗位和设备管理部的设备维修岗位在各科室中的重要系数最大。结论 重要系数可以反映各行政科室间及科室内不同岗位之间的差异，可运用于行政科室的绩效管理。

关键词: 行政科室, 重要系数, 层次分析法, 绩效管理

Abstract:

Objective To establish important coefficients for posts of hospital administrative departments and to evaluate the differences of importance of posts among departments and within each department. Methods Questionnaires were sent to 30 experts and the Delphi method was adopted to analyze the survey results. The importance of 19 posts (including the external liaison, file management, medical quality management, medical tangle management, and integrated management, etc.) of 6 departments (i.e. the Director's Office, Medical Department, Science and Education Department, Human Resource Department, Infection Control Department, and Equipment Department) was compared and evaluated. The analytical hierarchy process (AHP) method was adopted to establish the judgment matrix based on the survey results and determine the weights of indexes. Then the important coefficients of posts among administrative departments and within each department were calculated. Results Based on the quantitative analysis of the differences among evaluation indexes, the important coefficients of posts of the Director's Office, Medical Department, Science and Education Department, Human Resource Department, Infection Control Department, and Equipment Department were 1.08, 1.20, 0.96, 1.02, 0.90, and 0.84, respectively. For each department, posts with highest important coefficient were the external liaison of the Director's Office, the medical quality management of the Medical Department, the scientific research management of the Science and Education Department, the performance management of the Human Resource Department, the infected management of the Infection Control Department, and the equipment maintenance of the Equipment Department, respectively. Conclusion Important coefficients can reflect the differences of posts among administrative departments and within each department and can be used for the performance management of the administrative departments.

Key words: administrative department, important coefficient, analytical hierarchy process, performance management