■ 杜新宇赵 昶马 佳加 瑞

基于需求层次的激励在医院人力资源管理中的有效性分析

■ 杜新宇①赵 昶①马 佳①加 瑞①

医院 需求层次 人力资源管理 激励行为

目的：分析医院不同岗位和职称人员对各种激励行为的认可度差异，探讨针对具体人群的有效激励方法。方法：对A医院按现有岗位和职称情况同比例抽取在职职工进行问卷调查，对其中276份有效问卷结果进行分析。结果：各岗位各级人员普遍认为工作状态积极，培训满意度相对较差；高级职称医护人员对荣誉奖励、培训奖励的认可度高于初级职称人员，中级职称医护人员对晋升奖励的认可度高于初级及高级职称人员；初级职称人员对物质激励的选择倾向高于中级、高级职称人员，中级职称人员对职位/职称激励的选择倾向高于初级、高级职称人员，高级职称人员对进修及培训激励的选择倾向高于初级职称人员，高级职称人员对决策权激励的选择倾向高于初级、中级职称人员。结论：针对目标人群采取不同的激励手段，对于建立有效的激励机制，激发医院各类职工的工作积极性，以更好地服务于医院发展具有很好的指导意义。

【Key words】hospital， hierarchy of needs， hospital human resources， motivation

【Abstract】Objective: To figure out preferred incentive approaches depending on the variance analysis of recognition for incentive behavior within different post and professional title. Methods: Medical staff in hospital A were extracted to make a questionnaires survey， which ratio is the same for all staff. 276 available questionnaires were analyzed. Results: There is common awareness that most of the medical staff's working enthusiasm is positive and with negative assessment on training. Medical staffs with association professor or above titles paid more attention to honor， training and decision making than medical staff with assistant titles. Medical staffs with assistant professor titles paid more attention to promotion than medical staffs who with associate professor and above or assistant titles. Medical staff with assistant titles paid most attention to money based incentive. Conclusions: Making different incentive mechanism according to different target groups can effectively motivate medical staff and better working for hospital.

Author's address：Capital Medical University Affiliated Beijing Anzhen Hospital， No.2， Anzhen Road， Chaoyang District， Beijing，100029， PRC

1 研究背景

激励理论应用在人力资源管理工作中，是指通过用各种有效方法去调动员工的积极性和创造性，使员工努力去完成组织的任务，实现组织目标。有效的激励会点燃员工的激情，促使他们的工作动机更加强烈，让他们产生超越自我和他人的欲望，激发并释放巨大的潜力，为组织的远景目标奉献自己的热情。……