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目的了解疾病预防控制机构实施绩效工资后对工作人员积极性的影响,为进一步完善绩效工资制度提供参考。方法资料来源于卫生部卫生发展研究中心在全国的30个省市(西藏除外)及新疆生产建设兵团开展的关于公共卫生与基层医疗卫生事业单位绩效工资的调查数据,分析其中274家疾病预防控制机构实施绩效工资后工作人员积极性改善情况。结果实施绩效工资后疾病预防控制机构工作人员积极性提高的比例为69.7%(191/274);省、市、县级疾病预防控制机构工作人员积极性提高的比例分别为45.0%(9/20)、70.3%(78/111)和72.7%(104/143),差异有统计学意义(χ2=6.416,P<0.05)。单因素分析结果显示,良好工作环境、良好职业发展、合理工资收入、获得培训机会、合理确定编制、职务晋升机会、承担重要任务是工作人员工作积极性的影响因素(P<0.05)。多因素非条件logistic回归分析显示,采取确定合理工资收入单位的工作人员的积极性是未采取措施的5.15倍(95%CI=2.625~10.11)。结论合理的工资收入水平是影响疾病预防控制机构员工积极性的最关键因素。
Objective To understand the impact of disease prevention and control institutions on staff enthusiasm after implementing performance pay, so as to provide reference for further improving the performance pay system. Methods Data were collected from survey data on the performance salaries of public health and primary health care institutions in 30 provinces and cities (excluding Tibet) and Xinjiang Production and Construction Corps of the Ministry of Health, analyzing 274 disease prevention and control Improvement of staff’s enthusiasm after implementing performance pay mechanism. Results The percentage of motivation of disease prevention and control agencies was 69.7% (191/274) after implementing performance pay, and 45.0% (9/20) respectively for staff of provincial, municipal and county CDC institutions. 70.3% (78/111) and 72.7% (104/143), respectively. The difference was statistically significant (χ2 = 6.416, P <0.05). The results of univariate analysis showed that good working environment, good career development, reasonable salary income, training opportunities, reasonably determining the preparation and promotion opportunities, and taking the important task are the influencing factors of staff ’s work enthusiasm (P <0.05). Multivariate non-conditional logistic regression analysis showed 5.15 times (95% CI = 2.625-10.11) the motivation of staff members to determine the reasonable wage-earning units. Conclusion The reasonable level of wage income is the most crucial factor that affects the motivation of the staff of CDC.