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Objective:This study aims to explore the satisfaction and influencing factors of scientific research incentive mechanisms for young medical staff in a children′s hospital in Beijing, and to provide references for the management department to develop relevant incentive strategies.Methods:A satisfaction questionnaire survey of scientific research incentive mechanisms was carried out during April and May, 2022. Collected data were analyzed by rank sum test and ordered logistic regression.Results:The level of overall satisfaction of 339 young medical staffs was 81.42%. The satisfaction rate of incentive factors was 80.50% and hygiene factors was 77.51%.According to the findings, there were significant differences in educational backgrounds, professional titles and job types, hygiene factors, and incentive factors ( P<0.05). The contributing factors of the job satisfaction were professional title, hygiene factors and incentive factors. Conclusions:The overall satisfaction with the incentive work of the young research staff surveyed was relatively at high-level. It is necessary to improve tailed hygiene factors to meet the characteristics young medical staff, such as setting up full-time scientific research working hours, exploring the establishment of diversified of scientific research sharing mechanisms to increase the utilization of the scientific research platform. It is important to enhance incentive factors to establish a long-term incentive mechanism for young personnel, such as setting up interdisciplinary research projects, exploring the establishment of a recommendation mechanism for outstanding young talents, in order to provide them with more opportunities for further intensive training.
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Optimizing the salary system of general practitioners and establishing a compensation incentives mechanism fitting its needs, would contribute effectively to the development of the general practitioner system in China. Fully leveraging the salary incentive system, the United Kingdom(UK) effectively improved the working enthusiasm of general practitioners and its quality of primary medical services, and limited its medical expenses as well. The authors expounded the incentive mechanism of general practitioners′ salary in the UK from such dimensions as salary model and salary structure, and introduced the implementation effect. Based on Robbins′ comprehensive incentive theory, the authors introduced the internal logic of the UK′s general practitioners′ salary incentive mechanism. Based on the UK experiences, along with existing problems in China, the authors recommended on setting up value-based salary levels, optimizing the salary structure, and establishing a dynamic adjustment mechanism. These ideas are expected to help optimize the salary incentive mechanism for general practitioners in China.
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Objective:To better understand the satisfaction with medical worker′s scientific research, raise the management and service levels of scientific research management department, and stimulate hospital workers devote to scientific research.Methods:This paper analyzes the main factors that affect the scientific researchers′ job satisfaction in a tertiary hospital in Shanghai based on questionnaire survey. SPSS 26.0 was used to test the reliability and validity of the scale. Two independent sample t-test, one-way ANOVA and LSD-T test are used to explore the factors that affect the scientific research enthusiasm of staffs in different positions.Results:The incentive measures of scientific research in hospital can be summarized into three different aspects: material/spiritual incentive mechanism, scientific research management system and personnel training system, the average scores were: X-≈3.97, X-≈ 4.09, X-≈ 3.84, according to which the scientific research management system has the highest satisfaction.Conclusions:The overall satisfaction of staff in the hospital needs to be improved. According to the characteristics of different staff, tailored research management measurements should be developed to mobilize the enthusiasm of hospital staff in scientific research, enhance their satisfaction, and further improve the scientific research capacity of the hospital.
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Objective To provide a scientific basis for the formulation of effective incentive measures for rural health workers,by analyzing the factors influencing their work enthusiasm and constructing an incentive mechanism framework.Methods A field questionnaire survey and personal in-depth interview were conducted on 803 health technicians from 45 township health centers in Shandong,Anhui and Shanxi provinces.The study covered economic,management,education and career supports aspects,and the data were analyzed in descriptive,multi-level model and correlation analyses.Results The work enthusiasm scoring of rural health workers was 89.83 + 9.54.Workload,doctor-patient relationship,work competence and income index were the four influencing factors,with the differences showing statistical significance(P ＜0.05).The income index (income expectancy/real income affects work) influences the enthusiasm negatively,while the rest of the factors were positive.Work enthusiasm was positively correlated with three dimensions of job performance.The satisfaction of interpersonal relationship,workload and competence were positively correlated with work enthusiasm.The correlation indexes are respectively 0.35,0.33 and 0.21 (P ＜ 0.01).Conclusions To motivate primary health institutions and their health workers,the authorities should focus on the economic factors,and take into account non-economic ones,while improving the performance-based wage system and creating a fair workplace culture.
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Objective To understand the job satisfaction of health technicians at township health centers and explore the strategies of improvement.Methods Based on the theory of existence,relatedness and growth needs,both quantitative and qualitative methods were used in the study.The quantitative investigation was carried out with the multi-stage cluster sampling method.The questionnaire for township health center personnel was compiled by the research group as a measuring tool for a survey of 803 health technicians from 45 township health centers regarding their existence,relatedness and growth needs in terms of existence,relatedness and growth needs.The data acquired were subject to descriptive analysis and variance analysis.The qualitative investigation was made by means of convenient sampling in personal indepth interviews.The thematic framework method was used to analyze the contents of the interviews.Results The satisfaction of existence needs of health technicians at township health centers scored the lowest(2.59),followed by that of growth needs(2.91),and the highest scoring was relatedness needs(3.56).There exist significant differences in the scoring of existence,relatedness and growth needs,among different personnel category,gender,age,staffing quota,administrative posts,and academic titles.Conclusions The authorities should emphasize the existence,relatedness and growth needs of health technicians at township health centers,and improve their job satisfaction by perfecting the salary distribution system and perfecting the personnel training system.
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Objective To explore the appropriate scientific research award mechanism to promote the transformation of scientific and technological achievements.Methods Literature review was adopted to conduct comprehensive analysis of the incentive mechanisms of foreign patent transformation as well as related policies in China.Results Aimed to providing sufficient opportunities and motivation for the patent transformation platform,increasing the proportion of incentives for R&D personnel and setting up performance rewards for scientific research administration,a policy named Provisions on the proportion of rewards for R&D personnel after the transformation of intellectual property rights in Zhongshan Hospital was developed,which effectively facilitated the medical patents to market transformation.Conclusions It is alerted that improve the enthusiasm of relevant personnel for patent transformation plays important role in increasing the transformation of medical patents.
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Objective@#To understand the status quo and differences of the rights and interests of primary medical staff in a community, and to provide targeted suggestions for improving the rights of such staff.@*Methods@#From October to November 2018, a questionnaire survey was conducted on all the medical staff of 8 community health service centers in a district of Shanghai, and 562 valid samples were obtained.@*Results@#The primary medical staff had the highest demands for " pay rise" (4.783±0.598), " paid vacation" (4.569±0.873)and " additional reserve fund" (4.553±0.963); the lowest demands were placed on " education-based promotion" (3.797±1.382), " refresher training" (3.801±1.314), and " opinion feedback mechanism" (4.018±1.223). At the same time, the rights and interests of these staff in different occupational categories were significantly different(P<0.05)in " daily reimbursement" , " housing subsidy" , " refresher training" and " opinion feedback mechanism" .@*Conclusions@#The salary demands of the primary medical staff are the most obvious, and there are differences in the demands of medical staff in different occupational categories. It is suggested to establish a more reasonable salary system and pay attention to the differentiated appeals of different medical personnel.
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The article introduces the practice of cultivating general practitioners (GPs) in Shanghai Weifang Community Health Service Center of Pudong New Area. The center has long emphasized in talent introduction and professional training for them. The cultivation of introduced talents included study in Zhongshan-Weifang general teaching clinic, the "3+ 2" continual education, study in specialty clinics and various assessment approaches, aiming to improve the their clinical competence. At the same time, the incentive mechanism is used, including salary raising, engagement in research projects, and position promotion. To build an excellent community health service team is the foundation for the quality service and comprehensive health system reform in community health service centers.
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Measures have been taken by the hospital to control drug expense proportion and consumables expense proportion, in addition to such actions as ceiling pricing for individual diseases, clinical pathways and better incentive mechanisms. All these measures help to curb unreasonable growth of medical expenses, and ease patients' burden. The study proves that the goal of expense control set in the healthcare reform can be achieved by setting multiple control indexes, strengthening pharmaceutical affairs management, normalizing procedure of consumables circulation, reforming the compensation incentive mechanism, giving the best play of cost control role of medical insurance, and introducing new technologies or programs.
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This paper introduced the design and application of the performance appraisal scheme for the interventional operation platform.The comparison of interventional operations before and after the means of performance management in place, presented the effective role of performance management in interventional operation platform, and analyzed the motivation effect of performance management on the enthusiasm of interventional operators.The authors recommend performance appraisal and incentive compensation mechanism to motivate the clinical use of the platform, and greater application of such a common platform, for perfection of surgery performance management.
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Objective According to the traits of medical researchers and their needs,essential incentive measures of scientific research are raised to perfect the scientific research incentive mechanism,therefore promoting the development of scientific researches in a grade A tertiary hospital.Methods Through literature retrieval and questionnaire,we investigate the medical researcher's need in a grade A tertiary hospitals,including the basic information of scientific researcher,the traits as well as how their needs are influenced by their education background,title and post.Results The study shows diversity in the needs of medical researcher,meantime,the economic and security needs are not fully satisfied,doctoral degree is more intense than master's degree and bachelor's degree of the esteem needs that a bachelor's degree is more than a master's degree and development needs,the influence of title and post are not significant.Conclusions The mechanism of scientific research incentive requires further implementation to satisfythe economic and security needs of medical researchers,to build a scientific research exchange platform andcreate a good atmosphere for scientific research and communication,personalized incentive mechanism needs to be set up according to the education background of scientific researchers.
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Scientific and technological ability is one of the core competitiveness of the hospital.The hospital medical researchers are the main body of technological innovation activities.The establishment of scientific and effective incentive mechanism is an important way to stimulate the potential innovation of researchers and to promote the development of the hospital.In this article,we summarized the common problems on current research incentive mechanism in hospitals and proposed the corresponding strategies,in order to improve the research incentive mechanism.
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The Establishment and improvement of the scientific research incentive mechanism is the key to optimize the internal management, improve the performance, enhance the core competitiveness of the hospital.Research time and energy is limited because University Affiliated Hospital Medical Staff are in charge of medical treatment, teaching and scientific research.It's very important to mobilize the scientific research enthusiasm of the medical staff by using the scientific research incentive mechanism and promote the scientific research strength of hospital.This paper introduced the scientific research incentive mechanism and the achievements in the Second Affiliated Hospital of The Xinjiang Medical University.The exploration and thinking on the results and the existing problems are proposed in the paper.
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Serious market failure, as a result of insufficient incentive, exists in the orphan drugs market. Through legislation, the United States designed and established its owns systematic and linked orphan drugs incentive mechanism, which direct sat research, definition, clinical trials and approval of orphan drugs, so as to change the supply and demand status of orphan drugs. Such incentive mechanism erables the United States possess the most ap-proved orphan drugs in the world, and effectively relieves the problem of market failure of the orphan drugs. The ex-perience of the United States provides beneficial reference for the establishment and positive development of orphan drugs incentive mechanism in China.
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Objective To analyze current situation of incentive mechanism and investigate the countermeasures.Provide the evidence for improving the incentive mechanism of scientific research at the hospital.Methods Questionnaire survey was conducted to investigate current situation and countermeasures of incentive mechanism of scientific research.Database was building using EpiData3.1,and was performed by descriptive analysis.Results 194 questionnaires were available.For the current incentive mechanism,86.5％ respondents thought the content is comprehensive,The over 50 years old,bachelor or below,and clinical examination group thought the content were less comprehensive.Respectively,81％,82.5％,76.2％ of respondents thought stimulation on achievements has positive effect to research,team work,and individual accounted for.The over 41 years old college or bellow,clinical treatment group felt less effect.For improving measures of incentive mechanism,the top three positions of contents were technological reward,high level project and SCI paper;and incentive methods were promotion,material rewards and training.Conclusions Incentive mechanism can promote scientific research to some extent.To further promote scientific research development,individual incentive measures need to be taken,the contents need to be expanded,variety incentive methods need to be used.
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Objectives: The paper aims to analyze the practice and outcome for the rural doctors’ contracted service in Dafeng and Shengzhou counties. Methods:The methods used were typical sampling which played in selec-ting Dafeng and Shengzhou counties and interviews conducted with the director of the bureau of health in Dafeng and Shengzhou counties, the dean of the township health centers ( two for each county) and the rural doctors ( four for each county) . We adopted descriptive statistics to analyze the quantitative data and incentives. Results: The rural clinic and/or township health centers were the main contracted service providers and services were supplied to all in-habitants, especially to the target patients such as those suffering from NCDs. The individual benefit packages were designed to coordinate with local demands and the security and incentive mechanisms were established. Conclusions:Contracted service brought several benefits such as meeting the individual demands of inhabitants, rural doctors were inspired and the basic rural health system consolidated, the basic public health service quality was improved, and the function was intensified for the primary health institutions. The rural doctors’ contracted service is helpful to advance rural health care reforms, and provides more evidence in setting up the local rural health policies. It still needs fur-ther perfections. Suggestions:The rural doctors’ team construction should be strengthened and the incentive mecha-nism, summary and evaluation of their contracted service should be improved timely.
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Objective:To seek the main incentive factors that influencing medical staff′s enthusiasm through the medical staff satisfaction survey among the grass-roots level medical staff in Shaanxi province.Methods:Choosing the north, middle and south parts of Shaanxi province and using the questionnaire survey, factor analysis method and Krukal-Wallis test were used.Results:Main drive common factor affect the enthusiasm of the staff with train-ing and development, compensation and protection level, management mode and team cooperation, working condi-tions and working environment, and different characteristics of medical staff on incentive satisfaction differences. Conclusion:In order to improve medical staff′s work enthusiasm, it is necessary to combine the Shaanxi regional specific circumstances, to establish a suitable incentive mechanism.
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Objective:To analyze the concerning guarantee mechanisms during the transformation of the com-munity health service mode. Method:Purposive sampling was adopted. Twelve community health service centers in Beijing, Shanghai, Zhengzhou, and Chengdu, where the transformation of the community health service mode was pi-loted earlier and representative, were selected as the field survey sites. The qualitative method was used to collect da-ta accompanied by the quantitative method. Results: The guarantee mechanisms related to the transformation of the community health service mode could be concluded into four main types:collaboration mechanism, health profession-al training mechanism, incentive mechanism, and policy guarantee mechanism. All of the four mechanisms contribu-ted to the improvement of general teamwork, dual referral systems, and the development of contract and appointment services. Conclusion:During the transformation of the community health service mode, priority strategies include top-down design, health professional training mechanisms, and performance-based incentive mechanism, all of which should be implemented in the future.
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The social reputation-based incentive mechanisms in preventing the free riding behaviors were put for-ward according to the analysis of personal digital library and P2P technology. Since the reputation value of personal digital library was calculated according to the maximum flow algorithm, personal digital library must increase its reputation value by sharing the resources when it is going to obtain the necessary resources it wants.
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In recent years,scientific research of our hospital has achieved remarkable progress with the implementation of discipline-centered ideology,personnel training strategy and adequate incentive policy.The paper briefly introduces the achievements in scientific research and the measures adopted,and analyzed the key factors associated with science research management.