Study On Evaluation Tool Of Public Hospital Performance Appraisal Policy Identity Based On The Perspective Of Hospital Management Personnel

Purpose:From the perspective of hospital management personnel,construct a theoretical evaluation framework for public hospitals’ performance appraisal policies identity,design an evaluation index system,and prepare scale based on the designed index system to carry out on-site verification,in order to perfect the performance appraisal policy and improve the level of identity of the performance appraisal policy of hospital management personnel to provide empirical research tools.Contests:1.Build a theoretical evaluation framework for public hospital performance appraisal policy identity.2.Build a public hospital performance appraisal policy identity evaluation index system3.Develop the public hospital performance appraisal policy identity evaluation scale and verify the reliability and validity of the scale4.Analysis of hospital management personnel’s identity of the performance appraisal policy of public hospitals and the existing problemsMethods:Use the method of literature review and personal in-depth interview to sort out the relevant concepts,theories and policies,construct the evaluation framework and initial index system of public hospital management personnel’s identity of performance appraisal policy.Use the Delphi method to conduct two rounds of expert consultation on the initial index system,to optimize the index system.According to the evaluation scale designed in the study,the questionnaire survey method was used to issue electronic and paper questionnaire through convenient sampling methods.A total of 141 hospital management personnel in 61 tertiary public hospitals were surveyed to verify the reliability and validity of the scale and continue to modify the index system,and then use the analytic hierarchy process to calculate the index weights to determine the final index system and weights.Using the data obtained from the questionnaire,descriptive analysis and single-factor analysis were used to compare the policy identity of hospital management personnel with different affiliations of hospital.Results:1.Based on the attitude ABC model and input-process-output thought,the three-dimensional public hospital performance appraisal policy identity evaluation framework is established with policy cognition,policy affection and policy behavior tendency as the basic elements.2.A evaluation index system of public hospital performance appraisal policy identity consisting of 3 first-level indicators(policy cognition,policy affection and policy behavior tendency),6 second-level indicators(Policy awareness,policy evaluation,policy belonging,policy satisfaction,required behavior tendency and additional behavior tendency)and 28 third-level indicators is constructed.3.The public hospital performance appraisal policy identity evaluation scale developed in this study mainly includes the individual basic information,performance appraisal policy cognitive evaluation,performance appraisal policy affection evaluation and performance appraisal policy behavior tendency evaluation four parts,the last three parts use 11-point likert scale scoring method(0-very disapproving or very dissatisfied or completely ignorant,10-very agree or very satisfied or very understanding),a total of 28 questions,the final policy identity score according to the weight of each indicator added to calculate.The range of values is from 0 to 10 points.The evaluation scale can distinguish high scores from low scores,and the psychological tendencies or potential behaviors to be measured are relatively close.At the same time,the structure of the questionnaire is consistent with the preset model,and the Cronbach’ Alpha for both the overall and each subscale are all more than 0.8.5.The final policy identity score of hospital management personnel was 7.87±1.55 points(out of 10 points),and the average score of each dimension is in order:policy behavior tendency(7.91 ±1.46 points)>policy cognition(7.86± 1.75 points)>policy affection(7.77±1.76 points),and there was a significant difference(P<0.05)in the scores of management personnel of different affiliated hospitals(national ministry,provincial,municipal).Conclusion:1.The evaluation framework and index system of public hospital performance appraisal policy identity by this study have good applicability and scientificity.2.The evaluation scale based on the index system has good distinction,reliability and validity,and can be used to measure the degree of hospital management personnel’s performance appraisal policy identity.3.The degree of hospital management personnel’ performance appraisal policy identity is above medium,and the local hospitals’ identity is the higher,There are mainly problems of low policy awareness,satisfaction and additional behavior tendency.Recommendation:1.Prospects for the research on policy identity in the health field:The first is to establish a multi-disciplinary perspective and correctly understand policy identity.The second is to change research methods and improve the research on factors affecting policy identity.The third is increase research perspectives and compare policy approvals from multiple perspectives.2.Government level:The first is to strengthen the degree of participation of hospital management personnel in performance appraisal policy and promote cognitive level.The second is to set performance appraisal indicators scientifically and rationally to enhance the fair evaluation of hospital management personnel on the appraisal.The third is gradually improve the evaluation feedback mechanism to make the results announcement more humane and convenient for social supervision.3.Hospital level:The first is to set up a dedicated performance appraisal team to standardize the hospital performance appraisal work.The second is to strengthen the performance appraisal training of relevant hospital personnel to improve the understanding of policy.The third is to strengthen the standardization of appraisal behavior,so that hospital management personnel can go from demonstrating behavioral obedience to psychological recognition.