Research On Doctors’ Performance Evaluation Satisfaction And Influence Factors In Hefei Public Hospitals

Objective As the change of medical environment, the performance evaluation has become the main incentive mechanism to promote the doctors’ job involvement and work efficiency in hospital. Understanding the doctors’ performance evaluation satisfaction levels and studying the influence factors of doctors’ performance evaluation satisfaction in Heifei will help hospital managers understand the deficiency of performance evaluation system and provide the basis for managers to improve performance evaluation system.Methods Choosing doctors from a tertiary public hospital and a secondary public hospitals in hefei. Cross-sectional survey was conducted to the doctors by the self-designed questionnaire. 580 questionnaires are issued and 545 effective questionnaires are taken back. The effective response rate was 94.0%. Double entry method was adopted to establish the database by using Epi Data3.1 software.Descriptive analysis, T test, single factor variance analysis and multi-factor Logistic regression analysis was conducted by SPSS13.0.Results 1. The average score of total doctors’ satisfaction of performance evaluation was 2.919±0.819, which was in “moderate” status. The doctors’ satisfaction of performance evaluation system has yet to reach satisfactory levels. Evaluation method(2.914±1.035), Fairness(2.725±0.989), Content(2.936±0.846),Subject-Participation(2.988±0.854), Application and Feedback(2.888±0.845), Incentive(2.974±0.193)were all in “moderate” status. 2.The average score of female(3.081±0.652)in performance evaluation were higher than male; The average score of Master and Doctor were 3.125±0.586、3.241±0.759 and higher than Bachelor; The average score of the doctors who had 5~10 and 11~15 working years were 3.045±0.800、3.173±0.849 and higher than others;The higher the average monthly income, the higher the total doctors’ satisfaction. 3. Logistic regression showed: male、average monthly income <3000 yuan and 3000~3999 yuan(OR<3000yuan=4.419、OR 3000~3999yuan=2.634,P<0.05)were the risk factors for “dissatisfied” in the total performance evaluation. 5~10 and 11~15 working years(OR5~10years=0.201、OR11~15 years =0.157,P<0.05)were the protect factors for “dissatisfied” in the total performance evaluation. 4. In the aspect of evaluation method, the average score of female was 3.040±0.916 and higher than male; The average score of the doctors who had 5~10 and 11~15 working years were 3.087±0.988、3.091±1.129 and higher than others; The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: average monthly income <3000 yuan and 3000~3999 yuan(OR<3000yuan=7.082、OR 3000~3999yuan=4.294,P<0.05)were the risk factors for “dissatisfied” in evaluation method; obstetrics and gynecology、oncology(OR obstetrics and gynecology =0.166, OR oncology =0.148,P<0.05)、5~10 and 11~15 working years(OR5~10years=0.292、OR11~15 years =0.291,P<0.05)were the protect factors for “dissatisfied” in evaluation method. 5. In the aspect of fairness, the average score of female was 2.876±0.911 and higher than male; the average score of Obstetricians and gynaecologists and oncologist were 3.128±0.833 、 3.172±0.848 and higher than others;The average score of the doctors who had 5~10 and 11~15 working years were 2.805±1.076、3.000±1.070 and higher than others;The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: average monthly income <3000 yuan and 3000 ~ 3999 yuan (OR<3000yuan=3.927、OR 3000 ~ 3999yuan=2.468,P<0.05)were the risk factors for “dissatisfied” in evaluation method; 11~15 working years(OR11~15 years =0.228,P<0.05)was the protect factors for “dissatisfied” in fairness. 6. In the aspect of content, the average score of female was 3.124±0.800 and higher than male; The average score of Master and Doctor were higher than Bachelor;The average score of the doctors who had 5~10 and 11~15 working years were 3.072±0.944、3.242±1.005 and higher than others;The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: average monthly income <3000 yuan(OR<3000yuan=2.691,P<0.05)were the risk factors for “dissatisfied” in evaluation method; 5~10 and 11~15 working years(OR 5~10 years =0.270、OR 11~15 years =0.154, P<0.05)were the protect factors for “dissatisfied” in content. 7. In the aspect of subject-participation, the average score of female was 3.179±0.786 and higher than male; The average score of Master and Doctor were higher than Bachelor;The average score of the doctors who had 5~10 and 11~15 working years were 3.174±0.920、3.189±0.990 and higher than others;The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: male(OR male= 2.310,P<0.05)、average monthly income <3000 yuan(OR<3000yuan= 3.200,P<0.05) were the risk factors for “dissatisfied” in subject-participation;5~10 and 11~15 working years(OR 5~10 years =0.208、OR 11~15 years =0.181, P<0.05)were the protect factors for “dissatisfied” in subject-participation. 8. In the aspect of application and feedback, the average score of female was 3.070±0.791 and higher than male; The average score of the doctors who had 5~10 and 11~15 working years were 3.026±0.922、3.129±0.976 and higher than others;The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: male(OR male= 2.005,P<0.05)、 average monthly income <3000 yuan 、3000~3999yuan(OR<3000yuan= 4.358,OR3000 ~3999yuan=2.773,P<0.05) were the risk factors for “dissatisfied” in application and feedback;5~10 and 11~15 working years(OR 5~10 years =0.287、OR 11~15 years =0.194, P<0.05)were the protect factors for “dissatisfied” in application and feedback. 9. In the aspect of incentive, the average score of female was 3.139±0.807 and higher than male; The average score of the doctors who had 5~10 and 11~15 working years were 3.118±0.942、3.288±0.929 and higher than others;The higher the average monthly income, the higher the doctors’ satisfaction. Logistic regression showed: male(OR male= 2.627,P<0.05)、average monthly income <3000 yuan、3000~3999yuan(OR<3000yuan= 4.883,OR3000~3999 元=2.695,P<0.05) were the risk factors for “ dissatisfied” in incentive;5~10 and 11~15 working years(OR 5~10 years =0.147、OR 11~15 years =0.109, P<0.05)were the protect factors for “dissatisfied” in incentive.Conclusions The survey show that doctors’ satisfaction of performance evaluation system in Hefei didn’t reach the satisfactory levels. By comparison, the average score of performance evaluation satisfaction in evaluation method, content, subject-participation, incentive were relatively high, while were relatively low in fairness,application and feedback. Doctors’ overall satisfaction of performance evaluation were different in gender,education background, working years and average monthly income. Departments had an impact on satisfaction in the aspect of evaluation method; Education background had an impact on satisfaction in the aspect of fairness, content, subject-participation, application and feedback.