本文選題：醫(yī)院 + 軍隊(duì)　； 參考：《第二軍醫(yī)大學(xué)學(xué)報(bào)》2003年10期

【摘要】：目的:分析高級(jí)衛(wèi)生人力資源產(chǎn)出情況及其影響因素,為軍隊(duì)醫(yī)院合理配置高級(jí)衛(wèi)生人力資源及實(shí)現(xiàn)可持續(xù)發(fā)展提供政策性建議。方法:采用文獻(xiàn)綜述、Delphi專家咨詢,界定高級(jí)衛(wèi)生人力資源的概念;以現(xiàn)場(chǎng)調(diào)查資料、現(xiàn)有資料建立Logis-tic回歸模型分析影響高級(jí)衛(wèi)生人力資源產(chǎn)出的因素。結(jié)果:界定了高級(jí)衛(wèi)生人力資源的概念;通過對(duì)某區(qū)域23所醫(yī)院高級(jí)衛(wèi)生人才的年齡、性別、職稱、學(xué)歷、臨床實(shí)際工作時(shí)間,診斷成功率、科研成果、學(xué)術(shù)論文、新技術(shù)、研究生培養(yǎng)、進(jìn)修生帶教、醫(yī)療事故或差錯(cuò)、處方合格率、甲級(jí)病案率等14個(gè)因素的分析,顯示出該23家醫(yī)院高級(jí)衛(wèi)生人力資源科研成果少,人才培養(yǎng)成效不大,新技術(shù)、新療法突破較少;對(duì)高級(jí)衛(wèi)生人力資源產(chǎn)出的影響因素是科研成果、學(xué)術(shù)論文、新技術(shù)、研究生培養(yǎng)、醫(yī)療事故或差錯(cuò)等5個(gè)因素。結(jié)論:醫(yī)院為實(shí)現(xiàn)可持續(xù)發(fā)展和獲取綜合競(jìng)爭(zhēng)優(yōu)勢(shì)要深挖現(xiàn)有高級(jí)衛(wèi)生人力資源潛力,完善高級(jí)衛(wèi)生人力資源的再生機(jī)制;嚴(yán)格對(duì)高級(jí)衛(wèi)生人力資源的遴選,完善高級(jí)衛(wèi)生人力資源的選拔機(jī)制;精心組織對(duì)高級(jí)衛(wèi)生人力資源的投資計(jì)劃,完善高級(jí)衛(wèi)生人力資源的培養(yǎng)機(jī)制。
[Abstract]:Objective: to analyze the output of advanced health human resources and its influencing factors, and to provide policy suggestions for the rational allocation of senior health human resources and the realization of sustainable development in military hospitals. Methods: the concept of advanced health human resources was defined by literature review and Delphi expert consultation, and the factors influencing the output of advanced health human resources were analyzed by Logis-tic regression model based on the field investigation data. Results: the concept of advanced health human resources was defined, the age, sex, professional title, academic qualifications, clinical actual working hours, diagnostic success rate, scientific research results, academic papers, new technologies of senior health personnel in 23 hospitals in a certain region were analyzed. The analysis of 14 factors, such as graduate training, advanced students' teaching, medical malpractice or error, prescription qualified rate, grade A medical record rate, etc., shows that these 23 hospitals have few achievements in advanced health human resources scientific research, little success in personnel training, and new technologies. The factors that affect the output of advanced health human resources are scientific research achievements, academic papers, new technology, graduate student training, medical malpractice or error. Conclusion: in order to realize the sustainable development and obtain the comprehensive competitive advantage, the hospital should dig deeply the potential of the existing advanced health human resources, perfect the regeneration mechanism of the advanced health human resources, and strictly select the senior health human resources. To perfect the selection mechanism of senior health human resources, to organize the investment plan of high-level health human resources, and to perfect the training mechanism of senior health human resources.
【作者單位】： 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室 第二軍醫(yī)大學(xué)衛(wèi)生勤務(wù)學(xué)系衛(wèi)生事業(yè)管理學(xué)教研室
【基金】：軍隊(duì)醫(yī)藥科研“十五”規(guī)劃重點(diǎn)課題(01Z101-1) ，

本文編號(hào)：1832717