Research on the incentive mechanism and countermeasures for staff in public hospitals
公立医院工勤人员激励机制对策研究

摘要

在公立医院服务体系日益发展的背景下，工勤人员是后勤保障中的一个重要环节，工勤人员工作效率与稳定性直接关系着医院整体运营效率。本研究在对目前公立医院工勤人员的激励机制进行分析的基础上，讨论传统激励模式存在的局限性并给出优化策略。研究显示当前激励机制存在薪酬福利单一，职业发展路径不明以及工作环境和心理支持缺乏等共性问题。为促进工勤人员工作积极性及稳定性，本研究提出应实行薪酬及福利激励合理化设计，确定职业发展及晋升路径并更注重工作环境及心理激励。这些战略的实施会有效地提高工勤人员满意度，忠诚度和工作效率，推动公立医院整体管理水平不断提高。

Abstract

Against the backdrop of the increasingly developed service system in public hospitals, staff are an important link in logistics support, and their work efficiency and stability directly affect the overall operational efficiency of the hospital. Based on the analysis of the current incentive mechanism for staff in public hospitals, this study discusses the limitations of traditional incentive models and proposes optimization strategies. Research shows that the current incentive mechanism has common problems such as single salary and benefits, unclear career development paths, and lack of work environment and psychological support. To promote the work enthusiasm and stability of the staff, this study proposes to implement a rational design of salary and welfare incentives, determine career development and promotion paths, and pay more attention to the work environment and psychological incentives. The implementation of these strategies will effectively improve the satisfaction, loyalty, and work efficiency of staff, and promote the continuous improvement of the overall management level of public hospitals.