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公立医院“三重垄断”与医疗行业效率 ――基于我国省际面板数据的研究
Public Hospitals Threefold Monopoly and Medical Industry Efficiency―Based on China’s Provincial Panel Data
庞瑞芝,高贤泽,邓忠奇
- , 2018,
Abstract: 一直以来,处于垄断地位的公立医院主导着我国医疗服务供给市场。随着我国新一轮医药卫生体制改革的深入开展,提升公立医院经营效率、优化医疗资源配置已成为新时代改革的重点。本文揭示了公立医院的“三重垄断”属性及其助长“看病难、看病贵”现象的经济学逻辑,并采用前沿的Bootstrap？？DEA方法,实证研究了我国2010至2014年公立医院垄断对医疗机构经营效率的影响。研究发现:公立医院在数量占比上的减少对于医院系统经营效率的提升有促进作用,而公立医院在门诊、住院两大核心业务上的垄断势力与医院系统经营效率的关系不明显。
大数据环境下公立医院内部审计的困境与对策研究
Research on Difficulties and Countermeasures of Internal Audit of Public Hospitals in Big Data Environment  [PDF]
牛雨霞, 刘峥屿, 刘金红, 席洁璨, 彭中笑, 夏辉, 夏新斌
Modern Management (MM) , 2021, DOI: 10.12677/MM.2021.1110133
Abstract: 内部审计作为公立医院完善治理的有效手段，其作用和价值日益显著。我国卫生系统内部审计由于起步晚，存在机构设置缺乏独立性、人员保障不足、信息化程度低等问题。本文采用发放调研问卷，调查我国16个省、26个市的公立医院内审现状，剖析当前医院内审工作存在的问题及原因，并针对调查结果提出完善公立医院内审的对策建议。
As an effective means to improve the governance of public hospitals, the role and value of internal audit are becoming increasingly significant. Due to the late start of internal audit in China’s health system, there are some problems, such as lack of independence in institutional setting, insufficient personnel guarantee and low degree of informatization. This paper investigates the current situa-tion of internal audit of public hospitals in 16 provinces and 26 cities, analyzes the problems and reasons existing in the current hospital internal audit, and puts forward countermeasures and suggestions to improve the internal audit of public hospitals according to the survey results.
基于熵值法的薪酬满意度分析研究——以四川省A医院为例
Research on the Analysis of Salary Satisfaction Based on Entropy Method—Taking A Hospital in Sichuan Province as an Example  [PDF]
赵璋, 郭金泽, 向征, 李贵卿
Modern Management (MM) , 2022, DOI: 10.12677/MM.2022.123033
Abstract: 医务人员的薪酬待遇一直是社会关注的焦点，通过开展薪酬满意度的调查研究，对于激发医务人员的工作积极性、优化医院薪酬制度、提高社会医疗服务水平的质量具有重大意义。本文以四川省南充市A医院为例，基于PSQ问卷结合医院实际情况，从医院的薪酬水平、薪酬结构、薪酬增长、薪酬管理、福利水平、非经济性报酬六个维度对该医院的员工薪酬满意度进行测评与研究，利用熵值法确定薪酬满意度权重与得分，挖掘出影响医院员工满意度的核心因素，并根据问题提出了相对应的建议与措施，促进医院薪酬制度与管理的提升。
The salary and treatment of medical staff has always been the focus of social concern. Through the investigation and research of salary satisfaction, it is of great significance to stimulate the work enthusiasm of medical staff, optimize the hospital salary system and improve the quality of social medical service. Taking Nanchong A hospital in Sichuan Province as an example, based on the PSQ questionnaire and the actual situation of the hospital, from the hospital’s salary level, salary structure, salary growth, salary management, welfare level, non-economic compensation six dimensions to the hospital staff’s salary satisfaction evaluation and research, this paper uses the entropy method to determine the weight and score of the salary satisfaction degree, excavates the core factor which affects the hospital staff satisfaction degree, and puts forward the corresponding suggestion and the measure according to the question, promotes the hospital salary system and the management promotion.
综合公立医院心理服务研究与思考
Research and Thinking on the Establishment of Psychological Service System in General Public Hospitals  [PDF]
孙晗, 蒋莹超, 张京京, 孙香杰
Advances in Psychology (AP) , 2023, DOI: 10.12677/AP.2023.133148
Abstract: 随着社会发展，越来越多的证据显示诸多疾病起因中都伴随着心理因素，患有任何一种疾病的患者，心理上也都会受到不同程度的影响。但目前综合性公立医院心理服务发展尚缺乏较完整的体系，大多只是在临床中强调了注重人文关怀，而完整的心理服务体系需要通过综合分析医院住院病人的心理健康水平、同时进行必要的心理干预以及在临床科室中设置心理服务岗位。本文对综合公立医院心理服务模式的现状、可行性及可能存在的不足进行探讨，通过多角度、多方面思考，探索更适应未来发展的综合公立医院心理服务模式。
With the development of society, more and more evidence shows that the causes of many diseases are accompanied by psychological factors, patients with any kind of disease, psychological will also be affected to different degrees. However, there is still a lack of a complete system for the development of psychological services in comprehensive public hospitals, only paying attention to the humanistic care in the clinical, and complete the psychological service system needs through the comprehensive analysis of hospital inpatient mental health level, at the same time to make the necessary psychological intervention and set up psychological service jobs in clinical departments. This paper discusses the current situation, feasibility and possible shortcomings of the psychological service model of comprehensive public hospitals, and explores the psychological service model of comprehensive public hospitals that is more suitable for the future development through multi- angle and multi-faceted thinking.
新时代党建引领公立医院治理：问题与对策
Governance of Public Hospitals Led by Party Building in the New Era: Problems and Countermeasures  [PDF]
陈焕卿
Advances in Social Sciences (ASS) , 2023, DOI: 10.12677/ASS.2023.125313
Abstract: 公立医院党的建设是提高公立医院治理水平的关键要素，也是公立医院高质量发展的政治保障。当前，在实施党建引领医院治理的过程中，公立医院的组织职能发生转变、公益属性与发展现实之间的矛盾正在破解、高质量发展目标也在持续推进中。但是仍存在不少问题：党的组织引领优势不凸显、党建与业务融合度不高、党员干部执行力不够强、激励约束机制作用发挥有限等。探索提出四项提升策略：优化医院管理模式、找准党建与业务融合点、补齐培训短板和发挥仪式教育功能、不断完善考评和监督整改机制等，积极开创党建引领公立医院治理能力和治理水平提升的新局面。
The party building of public hospitals is the key factor to improve the governance level of public hospitals and also the political guarantee for the high quality development of public hospitals. At present, in the process of implementing the Party building leading hospital governance, the organizational functions of public hospitals are being transformed, the contradiction between the public welfare attribute and the development reality is being solved, and the high-quality development goal is also being continuously promoted. However, there are still many problems: the leading advantage of the Party organization is not prominent, the integration degree of Party construction and business is not high, the executive power of Party members and cadres is not strong enough, and the role of incentive and restraint mechanism is limited. Four improvement strategies are explored and put forward: optimize the hospital management mode, identify the integration of party construction and business, make up for the shortcomings of training, give play to the function of ritual education, and constantly improve the evaluation and supervision and rectification mechanism, actively create a new situation in which the Party building leads the improvement of the governance ability and governance level of public hospitals.
新疆地区三级公立医院薪酬满意度调查分析
Analysis of Salary Satisfaction Survey in Third-Level Public Hospitals in Xinjiang  [PDF]
伊桑·孜力力, 祝梅, 黄蕾, 彭溢, 刘佳, 许春雁, 滚福生, 田钦方
Statistics and Applications (SA) , 2025, DOI: 10.12677/sa.2025.1410297
Abstract: 目的：探究新疆地区三级公立医院员工薪酬满意度及其影响因素，为医院优化薪酬管理体系、稳定人才队伍提供实证依据。方法：采用自制问卷，通过“问卷星”平台对新疆地区5家三级公立医院的891名在职员工进行横断面调查。运用描述性分析、单因素分析及二元logistic回归分析等方法探究薪酬满意度现状及其影响因素。结果：调查显示，员工薪酬总体满意度偏低，仅25.03%的员工感到“比较满意”或“非常满意”。超八成员工(85.74%)期望月收入过万，与实际收入(63.07%集中于5000~10,000元)存在差距。60.83%的员工认为薪酬与工作量不符。制度层面，激励机制与薪酬体系的科学性认可度不高。薪酬待遇差是导致员工产生离职意向的首要原因(73.67%)。提高个人收入是员工最迫切的改进需求(66.3%)。薪酬满意度影响因素分析结果显示，月收入水平对薪酬满意度影响最显著(OR = 1.763, p < 0.001)，其次是专业技术资格(OR = 1.158, p = 0.028)和专业类别(OR = 1.056, p = 0.036)。结论：新疆地区三级公立医院员工薪酬体系存在较大优化空间，核心问题在于薪酬水平与员工期望及付出不匹配、薪酬结构与分配机制不尽合理。建议医院从提高薪酬竞争力、优化内部薪酬结构、完善非物质激励体系以及加强制度沟通等方面进行系统性改革。
Objective: This study investigates employee compensation satisfaction and its influencing factors in tertiary public hospitals in Xinjiang, providing empirical evidence for optimizing compensation management systems and stabilizing talent pools. Methods: A self-designed questionnaire was administered through the “Wenjuanxing” platform to conduct a cross-sectional survey of 891 employees from five tertiary public hospitals in Xinjiang. Descriptive analysis, univariate analysis, and binary logistic regression were employed to explore current compensation satisfaction levels and their contributing factors. Results: The survey revealed generally low overall salary satisfaction, with only 25.03% of employees reporting “fairly satisfied” or “very satisfied”. Over 85.74% of employees expected monthly incomes exceeding 10,000 yuan, which significantly differed from actual earnings (63.07% concentrated between 5000~10,000 yuan). 60.83% of employees felt their compensation did not match workload. At the institutional level, recognition of incentive mechanisms and compensation system scientific validity remains inadequate. Poor remuneration treatment was identified as the primary reason for employee turnover intentions (73.67%). Increasing personal income emerged as the most urgent improvement need (66.3%). Analysis of compensation satisfaction influencing factors revealed that monthly income level had the most significant impact (OR = 1.763, p < 0.001), followed by professional qualifications (OR = 1.158, p = 0.028) and professional categories (OR = 1.056, p = 0.036). Conclusion: The compensation system for employees in tertiary public hospitals in Xinjiang region requires significant optimization, with core issues including mismatch between salary levels and staff expectations/efforts, as well as unreasonable salary
公立医院医师离职原因及去向分析
贾存波,陈立章,白永平,贾宏秋,王燕森
中国公共卫生 , 2014, DOI: 10.11847/zgggws2014-30-06-57
Abstract:
我国公立医院审计的研究现状与趋势
Research Status and Trend of Public Hospital Audit in China  [PDF]
王俊博
Frontiers of International Accounting (FIA) , 2025, DOI: 10.12677/fia.2025.144101
Abstract: 目的：审计是党和国家监督体系的重要组成部分，研究医院审计对于推动新时代国家卫生健康事业高质量发展具有重要意义。方法：选取1989至2024年间我国公立医院审计领域的2647篇CNKI文献作为样本，借助CiteSpace软件，就发文作者、机构、期刊、关键词共现、聚类、时间线以及突现等进行可视化分析。结果：我国公立医院审计领域的研究内容丰富，初步展现了医院审计领域中内部审计、内部控制等研究热点与大数据、高质量发展和纪检监察等研究趋势。
Objective: Audit is an important part of the supervision system of the Party and the state, and it is of great significance to study hospital audit to promote the high-quality development of national health in the new era. Methods: A total of 2647 CNKI papers in the field of public hospital audit in China from 1989 to 2024 were selected as samples, and the authors, institutions, journals, keyword co-occurrence, clustering, timeline and emergence, etc., were visually analyzed with the help of CiteSpace software. Results: The research content in the field of public hospital audit in China is rich, and the research hotspots such as internal audit and internal control in the field of hospital audit and the research trends of big data, high-quality development and discipline inspection and supervision are preliminarily demonstrated.
公立医院高质量发展管理模式探索——管理者视角下的医患需求响应机制研究
Exploration on the High-Quality Development Management Model of Public Hospitals —A Study on the Doctor-Patient Demand Response Mechanism from the Perspective of Managers  [PDF]
方睿明
Modern Management (MM) , 2025, DOI: 10.12677/mm.2025.1510272
Abstract: 在公立医院管理模式高质量发展与信息化改革的政策背景下，构建高效的公立医院管理模式已成为推动改革的关键。当前公立医院的发展存在管理者认知与实际脱节、管理体制僵化、医院内部信息壁垒与技术不足的供需错位困境，这由医院管理者参与及各科室协同不足、服务机制数字化转型不充分引发生成。因此，本研究从患者和一线医务人员的视角切入，为医院管理者构建一套高效的“医患需求动态响应”机制，以数据为主线，围绕“价值认同–需求感知与动态响应–深度实践与协同优化”三大核心环节，通过强化管理者参与和各科室协同赋能、推进服务机制数字化转型、重塑公立医院管理模式，以期为我国公立医院高质量发展提供路径参考。
Against the policy background of high-quality development of public hospital management models and informatization reform, establishing an efficient public hospital management model has become a key to promoting reform. At present, the development of public hospitals is faced with the dilemma of disconnection between managers’ cognition and reality, rigid management system, and mismatch between supply and demand caused by internal information barriers and technical deficiencies. These problems arise from insufficient participation of hospital managers, inadequate collaboration among various departments, and inadequate digital transformation of service mechanisms. Therefore, this study starts from the perspectives of patients and front-line medical staff, and constructs an efficient “dynamic response mechanism for doctor-patient needs” for hospital managers. With data as the main thread, it focuses on the three core links of “value identification, demand perception and dynamic response, and in-depth practice and collaborative optimization”. By strengthening the participation of managers, enabling collaboration among various departments, promoting the digital transformation of service mechanisms, and reshaping the public hospital management model, this study aims to provide a path reference for the high-quality development of public hospitals in China.
公立医院改革中医务人员的工作满意度和参与
Job Satisfaction and Participation of Medical Staff in Public Hospital Reform  [PDF]
何伟杰, 武君芳, 范银亮
Service Science and Management (SSEM) , 2020, DOI: 10.12677/SSEM.2020.96050
Abstract: 医院应采取一些措施以改善绩效考核体系和管理体系，为医务人员提供充分和合理的工作环境，并通过改革提高医务人员的收入，工作积极性和工作满意度。很多医院已经取得了一些积极的效果，但仍然存在一些不足。在医院内，工作压力增加，对本院35名医生和10名护士进行调查，满意人数16名，不满意24名，非常满意5名，46.66%的医务人员对目前的工作非常满意或满意。为了提高医院医务人员的工作满意度，政府官员和医院管理者应注意影响工作满意度的这些因素，并关注医院医务人员的合理需求。医务人员是医院服务的直接提供者，也是卫生服务发展的关键要素。医务人员的工作绩效，态度和承诺直接影响医疗服务的提供结果，尤其是医院的运营效率和有效性。医务人员还负责实施和促进改革政策以及产生对改革的支持。本文是针对我亲身经历以及国内十多年的工作旅程及韩国综合医院5年的工作经验，对本院及国内医院的发展和前景做一个前瞻性研究和部分建议。
The hospital should take some measures to improve the performance appraisal system and man-agement system, provide a sufficient and reasonable working environment for medical personnel, and improve the income, enthusiasm and job satisfaction of medical personnel through reform. Many hospitals have achieved some positive results, but there are still some shortcomings. In hos-pitals, work pressure increases. According to the survey of 35 doctors and 10 nurses in our hospital, 16 satisfied; 24 dissatisfied; 5 very satisfied; 46.66% of medical staffs are very satisfied or satisfied with their current work. In order to improve the job satisfaction of hospital medical staff, govern-ment officials and hospital managers should pay attention to these factors that affect job satisfaction, and pay attention to the reasonable needs of the staff. Medical personnel are the direct providers of hospital services and the key elements of the development of health services. The performance, at-titude and commitment of medical personnel directly affect the results of medical service delivery, especially the efficiency and effectiveness of hospital operation. Hospital medical staffs are also re-sponsible for implementing and promoting reform policies and generating support for reform. This paper aims at my personal experience, more than ten years of work journey in China and 5 years of work experience in Korean General Hospital, and makes a prospective study and some suggestions on the development and prospects of our hospital and domestic general hospitals.
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