目的 了解中国医院人才管理现状、存在的主要问题,分析其原因,并提出对策建议.方法 采用世界管理调查方法和问卷,通过电话对医护人员进行访谈.结果 中国医院人才管理得分较低,主要表现在调离表现欠佳的员工和挽留员工方面.中国医院在招聘编制内人才方面仍然面临着较大的约束.结论 中国医院在人才管理方面仍然存在较大的进步空间,医院在人才招聘、调离和激励方面需要有更大的自主权才能够更好的吸引和留住人才.建立能够综合反映医院人才管理客观实践和员工主观感受的指标体系能够帮助医院发现自身不足,更好地提升自身管理水平.

Objective To explore methods to measure the management level of Chinese hospitals in natural conditions of Chinese hospitals, for improvement of their operation efficiency. Methods The methodology of World Management Survey( WMS) was introduced, and the questionnaire was localized using expert consultation method. Double-blind telephone interviews were conducted to investigate the management level of Chinese hospitals in the four dimensions of standardized operation, performance monitoring, target setting and talent management. Results The management level of hospitals in China varied greatly from places. Among them, the hospital management scoring was found to range from 2. 50 to 2. 75 in most cases, averaging 2. 55. These hospitals scored relatively poor at the four specific management practices of hospital layout(2.48), performance communication(2.27), talents retention, and clarity and comparability of objectives(2. 45). Management level of a hospital was correlated to such factors as its history, ownership form, human capital and hospital size. Conclusions This study uses WMS methodology to quantify Chinese hospital management. The overall management level of Chinese hospitals is expected to improve with much gaps to cover. At this stage, it is imperative to solve the unbalanced and inadequate development of hospital management levels, among regions, hospital grades and forms of ownership.

To understand the management level and international positioning of Chinese hospitals, we devel-oped a comprehensive survey instrument of chinese hospital management survey following the well-adapted methodolo-gy of world management survey which has been widely used internationally. The survey was conducted on 20 manage-ment practices covering four major management dimensions including operations management, performance manage-ment, target management and talent management respectively. Based on the CHMS structure and setting, the four-di-mension and twenty-item management model was analyzed with construct validity test. From the test, the middle level managers were recruited from more than 400 chinese national representative hospitals. The results showed that the chi-square/degree of freedom (CMIN/DF) is 2. 209, and RMSEA (root mean square error approximate) is 0. 039, indicating a good model fitting. The further indications of model fit such as GFI, IFI and CFI were all above 0. 9 which is the typical benchmark for model acceptance. This study provides evidence for correspondence between con-ceptual and empirical hospital management and the insight of model fitting on the current data. The results conclude that CHMS has satisfied validation in Chinese hospital management practices, and can be used as an effective sur-vey method to assess the level of Chinese hospital management and to provide a general platform for international comparison.