Evaluation Of Incentive Mechanism Of Medical Staff In A Class A Tertiary Cancer Hospital Under The COVID-19

Objectives:Medical staff is the main team of hospital human resources and the core force to promote the development of a hospital and improve organizational performance.Medical staff in cancer hospitals has the characteristics of high work risk,heavy workload,difficult to measure labor efficiency and difficult to supervise.With the global spread of the COVID-19,the medical industry and medical staff are at the "front end" of the epidemic,the main body of the epidemic prevention and control work,and play an important role in the epidemic prevention and control work.At the same time,they are also facing a sharp rise in workload and increased risk of work.The emergence of the epidemic has not only posed an unprecedented challenge to the existing medical system in China,but also put forward higher requirements for the working ability of medical staff.As a hospital manager,motivating medical staff is the key to human resource management.This study intends to analyze and evaluate the incentive mechanism of medical staff in a class A tertiary cancer hospital at the background of the COVID-19 epidemic under the framework of two-factor theory,find the problems in the incentive mechanism,and put forward targeted suggestions for improvement,with a view to improving the incentive effect of medical staff in the hospital,while broadening the application scenarios of incentive theory,enriching human resource management related theories and specialized hospital management theories.Methods:In this study,the medical staff in a class A tertiary cancer hospital(hereinafter referred to as Z hospital)was taken as the research object.First of all,qualitative interviews were conducted with some medical staff and staff in functional departments;Secondly,the quantitative method was used to conduct a questionnaire survey on the existing incentive measures of Z Hospital for medical personnel,mainly including the incentive measures that Z Hospital had implemented before the outbreak of the epidemic(hereinafter referred to as "Z Hospital Incentive Measures"),as well as the importance and implementation effect of the incentive measures related to "caring for anti epidemic personnel".Finally,Epidata was used to establish a database,input data,and import SPSS26 for data analysis.Results:1.Overall evaluation of the implementation effect of "Z Hospital Incentive Measures" : All respondents scored 3.869 points on each item,including 3.720 points for doctors,4.076 points for nurses and 3.643 points for medical technicians.Multiple linear regressions showed that nurses scored higher and medical technicians scored lower than doctors;Compared with medical personnel with doctor’s degree,medical personnel with bachelor’s degree score higher,and medical personnel with college degree or below score higher;with the increase of working years,the score of medical staff decreased gradually.2.Analysis on the implementation effect of health care factors in the "Z Hospital Incentive Measures" : the average score of all respondents on the implementation effect of all health care factors is 3.849,the average score of doctors on all incentive measures is 3.729,the score of nurses is 4.028,and the score of medical technicians is3.631.Multiple linear regressions showed that nurses scored higher and medical technicians scored lower than doctors;Compared with medical personnel with doctor’s degree,medical personnel with bachelor’s degree score higher,and medical personnel with college degree or below score higher;with the increase of working years,the score of medical staff decreased gradually.3.Analysis of the implementation effect of the incentive factors in the "Z Hospital Incentive Measures" : the average score of all respondents on the implementation effect of all incentive factors is 3.900,the average score of doctors on all incentive factors is 3.711,the score of nurses is 4.146,and the score of medical technicians is 3.659.Multiple linear regressions showed that nurses scored higher and medical technicians scored lower than doctors;with the increase of working years,the score of medical staff decreased gradually.4.Evaluation on the importance of "caring for anti epidemic personnel related incentives" : all respondents scored 4.443 points on each item,including 4.291 points for doctors,4.541 points for nurses and 4.484 points for medical technicians.Multiple linear regressions showed that nurses scored higher than doctors;compared with married medical staff,unmarried medical staff scored lower;compared with the doctor,the master’s score is higher.5.Evaluation on the implementation effect of "caring for anti epidemic personnel related incentive measures" : all respondents scored 3.970 points on each item,including 3.942 points for doctors,4.067 points for nurses and 3.772 points for medical technicians.Multivariate linear regressions showed that medical technicians scored lower than doctors.Conclusions:1.Top floor design to create an atmosphere.The organization and management of hospital incentive work should be further integrated and improved.Through the establishment of incentive leadership,the establishment of incentive management departments,and the strengthening of the supervision of incentive work,we will optimize the top-level design,enable incentive work,create an incentive atmosphere,and fully mobilize the enthusiasm of medical staff.2.Problem oriented,improve the mechanism.Focusing on the requirements of the state and taking the problem as the guide,the hospital incentive mechanism was optimized and adjusted to solve the current practical problems such as the relatively single incentive mechanism,lack of differentiation and pertinence,and emphasis on material incentives over spiritual incentives.3.Take advantage of the situation and carry out classified reform.Continue to improve the implementation effect of incentives.From the results of the research results,the evaluation of the implementation effect of the incentive in the hospital is far lower than the importance evaluation.The low score factors of the implementation effect are concentrated in the dimension of health care factors.In the staff incentive work,the hospital’s subjective initiative is not fully played.The overall score of each item of "Caring for anti epidemic personnel related incentive measures" was high,which reflected that during the epidemic period,the hospital really implemented the measures of caring for anti epidemic personnel,which effectively encouraged the work enthusiasm of anti epidemic medical personnel.