医务人员临床工作绩效内涵及指标体系构建:基于工作职责和个体绩效结构演化的探析

 目的 深化对医务人员临床工作职责及其绩效内涵的认识,提升个体绩效理论在制定绩效评价指标体系中的应用价值,为医务人员临床工作绩效评价研究提供新的视角和途径。方法 基于临床工作职责,结合个体绩效研究成果,界定医务人员临床工作绩效内涵。结果 (1)医务人员临床工作绩效包含工作能力、工作表现和取得的工作成果。(2)医务人员临床工作绩效评价指标体系可包含专业诊治、医患交流、职业自律3个一级指标;诊疗产出、诊疗行为、诊疗能力、沟通成效、沟通行为、沟通能力、自律成就、自律行为和自律能力9个二级指标。结论 将工作职责与“结果—行为—能力”三因素绩效结构模型相结合提取绩效评价指标,可强化指标层级之间的逻辑关联,具有一定的科学性和合理性。初步构建的医务人员临床工作绩效评价指标体系有待进一步细化、验证和完善。

Connotation of clinical performance of Healthcare Providers and construction of evaluation index system: analysis on the job responsibility and evolution of individual performance structure

Objective To gain keen insights into the role and performance of healthcare providers in clinical work and improve the applicability of individual performance theories in the development of performance evaluation index systems in order to provide a new perspective and approach to clinical work performance evaluation of the medical staff.Methods Based on clinical responsibilities and in combination with the research findings related to the connotation of individual performance,the performance connotation of healthcare providers was defined.Results (1) Clinical performance of healthcare providers includes clinical ability, work performance and achievements. (2) The performance evaluation indicator system of healthcare providers includes three first-order indicators that are professional diagnosis and treatment, communication between doctors and patients and professional self discipline, as well as nine second-order indexes that are diagnosis and treatment output, diagnosis and treatment behavior, ability of diagnosis and treatment, communication effectiveness, communication behavior, communication skills, self-discipline achievement, self-discipline behavior and self-discipline ability.Conclusions It is scientific and practical to combine work responsibilities of healthcare providers with the “result-behavior-ability” performance structure model to determine the performance evaluation indexes in order to strengthen the logical relations between different levels of performance evaluation indexes. The performance evaluation index system of healthcare providers established in this study needs to be refined, verified and perfected in practical application.