Research On The Incentive Mechanism Of Junior Doctors In Public Hospitals

Public hospitals are organized by the Chinese government to meet the basic health and medical needs of residents,and are a social welfare undertaking with a certain welfare nature.Doctors are the main providers of medical services in public hospitals,core subjects,and the basic power support for hospital operation,it is necessary to ensure that the hospital provides a certain quality of service to patients and has stable,high-quality and active talents The team(doctor)is the key.However,the dual role of doctors can easily lead to the phenomenon of imbalanced medical resources and excessive medical treatment even if public hospitals have the corresponding human resources.In the medical talent team of public hospitals,middle and junior physicians occupy the main position.They are in the golden period of career growth.They urgently need to quickly accumulate specialist knowledge and clinical experience,and encouragement can effectively enhance their work enthusiasm.However,the current public hospital incentive mechanism for middle and junior physicians has imperfect training system and career planning,rigid employment mechanism,poor performance evaluation incentive effect,unscientific choice of incentive method,and insufficient cognition of human resource managers.Difficulties,the causes can be found in the shortcomings of the overall system,limited by economic strength,the lack of long-term incentive planning and cognitive misunderstandings,etc.,therefore,it is necessary to improve and optimize the current incentive mechanism.In summary,this study combines the principal-agent theory,human capital theory,and incentive theory to discuss the importance of effective incentives for public and intermediate junior physicians in public hospitals,and draws on fairness theory,reinforcement theory and ERG theory from the two levels of external and internal incentives.Taking part of the public hospitals in Qingdao as the survey object,using literature research,interviews and questionnaire surveys,the current actual situation of some public hospitals in Qingdao,the operation of the incentive mechanism,the status of incentives for middle and junior doctors,Conducted an in-depth investigation and analysis of the incentive needs and satisfaction of the primary school.It points out the problems existing in the incentive mechanism of middle and junior doctors,such as imperfect training system and career planning,rigid employment mechanism,poor performance evaluation and unscientific selection of incentive methods,etc.,this paper analyzes the reasons for the above problems caused by the shortcomings of the overall system,the economic strength limitation,the lack of long-term incentive planning and the misunderstanding of understanding,and then proposed the principle of optimizing the incentive mechanism,and made specific recommendations based on advanced foreign experience.It is proposed to optimize the incentive mechanism of junior and middle-level doctors in public hospitals by improving the training system of junior and middle-level doctors,paying attention to the professional development of junior and middle-level doctors,optimizing the performance appraisal and salary distribution system,enriching the incentive methods,and establishing a long-term and effective incentive plan.