RESUMEN
The salary reform in public hospital is not only related to the interests of medical staffs,but also to the health care reform.Based on data of 17 provincial public hospitals in Zhejiang province from 2012 to 2017,and having calculated such factors as drug markup rate,hospital scale and general/ specialized hospital characteristics,the authors analyzed the effectiveness of public hospitals salaries reform from the perspectives of public duties performance,service quantity,medical expenditure,cost containment,service efficiency,implementation of insurance policies,among others.The growth rate of performance salary in Zhejiang provincial hospitals was less than 15％,and the performance salary accounted for less than 70％ of the total compensation.Such factors as cost containment,improvement of efficiency,service quantity and public welfare duties performance impose,though having minimal impact,were found to be significantly positively correlated to such compensation.Given the minimum impact of reforms in health care expenditure and insurance policy on public hospital salaries,lower medical expenditure and insurance refusal rates are conducive to raising such salaries.The salary reform of provincial public hospitals has achieved initial success,yet their salary system calls for further improvement.
RESUMEN
The salary reform in public hospital is not only related to the interests of medical staffs, but also to the health care reform. Based on data of 17 provincial public hospitals in Zhejiang province from 2012 to 2017, and having calculated such factors as drug markup rate, hospital scale and general/specialized hospital characteristics, the authors analyzed the effectiveness of public hospitals salaries reform from the perspectives of public duties performance, service quantity, medical expenditure, cost containment, service efficiency, implementation of insurance policies, among others. The growth rate of performance salary in Zhejiang provincial hospitals was less than 15%, and the performance salary accounted for less than 70% of the total compensation. Such factors as cost containment, improvement of efficiency, service quantity and public welfare duties performance impose, though having minimal impact, were found to be significantly positively correlated to such compensation. Given the minimum impact of reforms in health care expenditure and insurance policy on public hospital salaries, lower medical expenditure and insurance refusal rates are conducive to raising such salaries. The salary reform of provincial public hospitals has achieved initial success, yet their salary system calls for further improvement.
RESUMEN
At present, there are three methods for determining the salary level, namely the social average wage comparison method, balance comparison method, and market comparison method respectively. Through comprehensive comparison, this paper compares the abovementioned three paths from aspects of objects, principles, methods, advantages, operability, limitations or restriction conditions, and scope of application, and finds out the advantages and disadvantages of each of the three methods. Therefore, it needs to be considered and selected according to different applicable conditions before being specifically applied. The results showed that social average wage comparison relies too much on the influence of values, and that the market comparison needs to be based on a sound medical market. Therefore, this paper suggests that China's method for determining the salary level should be gradually transitioned from the social average wage comparison to the balance comparison method. Simultaneously, much attention should be paid to non-monetary welfare factors and the establishment of strict training system and access mechanism to improve the overall quality of doctors.
RESUMEN
The compensation system of public hospitals in China failed to fully reflect the characteristics of the industry and the value orientation of knowledge.Based on the outside justice,inside justice and individual justice of the equity theory,from the perspective of the compensation system reform of public hospitals,it put forward specific policy recommendations,including rationally determine the salary level of public hospitals,optimize the salary structure of public hospitals,implement the autonomy of public hospitals and comprehensively promote the personnel system reform.