Study On The Competency Of TCM Attending Doctors

BackgroundWith the transformation of disease spectrum and medical model,medical education has ushered in the third wave of reform.The core of this reform is to shape the medical personality in an all-round way with the guidance of competency,so as to promote doctors to change from a single knowledge,skill development to non intellectual factors such as attitude and values.It is not only the demand of the development of medicine,but also the programmatic document that the management of TCM is guided by competency.However,at present,there are still common problems in the management of TCM:the selection of TCM talents pays attention to the appearance,without deep discussion;the assessment angle is single,and does not play a role in promoting the growth of talents.In order to promote the growth of TCM talents,the key is to explore the competency of clinical TCM doctors,to formulate scientific evaluation mechanism and training program.In addition,as the backbone of the hospital,TCM attending doctors are responsible for the management of the Department,the diagnosis and treatment of difficult and urgent diseases in the specialty,and the guidance and training of resident doctors.Meanwhile,they are the successors of higher level doctors,who are responsible for the important task of connecting the past and the future.Therefore,this paper discusses the competency of TCM attending doctors,and carries out the status quo research.It is of great significance to control hospital quality,promote the construction of hospital talent team and self-development.ObjectiveIn this study,by consulting domestic and foreign literature,the evaluation index system of TCM doctors was initially constructed,and then the evaluation index was improved by Delphi.According to the evaluation index,the questionnaire was developed and empirical research was carried out.The competency level of the respondents was described,and the shortages was found.To compare and analyze the score differences among different evaluators,explore the influencing factors,and put forward the improvement measuresMethodsIn this study,literature research,Delphi method and analytic hierarchy process(AHP)were used to build the evaluation index system of the clinical TCM doctors.A total of 242 valid questionnaires were collected through 360° evaluation of TCM attending doctors Descriptive analysis was conducted on the basic situation of each evaluation subject and the score of competency;independent sample t-test was used to compare the competency scores between the attending physician’s feedback and the non attending physician’s feedback(chief physician,deputy chief physician and resident physician),and the post between the superior physician(chief physician,deputy chief physician),attending physician and subordinate physician The difference of competency scores was analyzed by one-way ANOVA,and the indexes with statistical significance were further compared by LSDResults(1)Through literature research,expert consultation and analytic hierarchy process(AHP),the evaluation index system of clinicians’ post competency was constructed,and the weight was determined.The index system consists of 7 first-level indicators and 40 second-level indicators.The first-level indicators of medical humanistic quality,medical knowledge,clinical skills,doctor-patient communication ability,teamwork ability,information management and application ability,learning ability and innovation spirit weight are 0.266,0.216,0.1792,0.1393,0.0883,0.0407,0.0705,respectively(2)The reliability and validity of the index system were tested.The results showed that the overall Cronbach α=0.972>0.9;Factor analysis was carried out at the external level,KMO=0.882>0.8,which met the premise requirements of factor analysis.The data passed Bartlett’s(P<0.001),indicating that it was suitable for factor analysis,and the three feature roots extracted were greater than 1 The cumulative variance contribution rate is 68.192%,and the factor load value>0.4.The KMO=0.956>0.8,which meets the premise requirements of factor analysis.The data pass Bartlett(P<0.001),which shows that it is suitable for factor analysis.The cumulative variance contribution rate is 72.081%,and the factor load value>0.4,so it has structural validity.(3)According to the scores of all feeders,the highest medical humanistic quality(4.50)and team cooperation ability(4.46)were those with higher scores of job competency.Medical knowledge(3.75)scored low(4)Comparative analysis of scores of different evaluators:attending physicians>junior physicians>superior physicians,mainly focused on four dimensions:medical humanistic quality,doctor-patient communication ability,teamwork ability,learning ability and innovative spirit.Attending physician>superior physician>inferior physician evaluation mainly focuses on the clinical skill dimension;Junior physician>superior physician>attending physician and superior physician>junior physician evaluation>attending physician self-evaluation mainly focuses on the dimension of medical knowledge.(5)From the comprehensive score of attending physicians’ self-evaluation,there is a statistical difference in the score of attending physicians of TCM with different years of practice,and the longer the years of practice,the higher the comprehensive scoreConclusions and suggestionsThe survey found that the competency level of TCM attending doctors scored higher in two indicators of medical humanistic quality and team cooperation ability,which was closely related to the cultural construction of the hospital,the current branch teaching mode and the refined service mode;the competency of TCM attending doctors in medical knowledge and information management and application was relatively weak,which was related to their own knowledge Lack of training and hospital related.The self-evaluation score of the physician in charge is higher than that of the physician in other aspects,which is related to the current performance evaluation system and evaluation feedback mechanism.Based on the above research conclusions,the following suggestions are put forward:attach importance to post competency model,implement multi-dimensional evaluation;establish long-term mechanism,shape learning hospital culture,create an atmosphere of active learning and mutual learning;conduct training demand analysis;improve evaluation feedback mechanism,and strengthen team building.