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目的:了解我国远程医疗服务人员的实际与期望激励和关键问题，为优化远程医疗激励政策提供参考。方法:以2019年10—11月对福建、海南、河南、湖南、贵州、四川、青海7省的1 084名远程医疗服务人员问卷调查数据和2020年1月对河南省6家医院的远程医疗服务人员进行半结构访谈资料为研究样本，分析远程医疗服务人员激励现状及存在问题。定量资料采用描述性分析，定性资料整理成文本资料后进行分类汇总。结果:在费用补贴、职称晋升和评优评先方面实际激励与期望激励差距最大，其中初级、副高级、正高级人员的差距分别为18.65、28.26、29.28个百分点。医院对远程医疗服务人员激励程度不足，缺乏差异化和多样性的人员激励方式，激励策略落实不到位。结论:建议强化激励需求分析，打破远程医疗服务人员激励策略的同质化瓶颈；加强医院内部远程医疗服务政策宣传和激励策略落实。“,”Objective:To analyze the actual and expected incentives and key issues of telemedicine providers in China and to provide important references for optimizing telemedicine incentive policies.Methods:The sample data came from a questionnaire survey of 1 084 providers in 7 provinces of Fujian, Hainan, Henan, Hunan, Guizhou, Sichuan and Qinghai in October and November 2019 and a semi-structured interview data at 6 hospitals in Henan province in January 2020. Descriptive analysis was used to sort such data into text data for classified summation.Results:The greatest gaps were found between actual incentives and expected ones in expense subsidies, title promotion and excellence awards, with such gaps as high as 18.65, 28.26, 29.28 percentages among providers of junior, deputy senior and senior academic titles respectively. Hospitals fall short in providing adequate incentives for telemedicine providers, not to mention lack of differentiation and diversification in personnel incentives, and poor implementation of incentive policies.Conclusions:It is suggested to strengthen incentive demand analysis, break the homogenization bottleneck of incentive policies, and consolidate internal publicity and implementation of incentive policies.