大连理工大学专业学位硕士学位论文
摘
要
B医院作为B市唯一一家三级甲等综合医院，是B市及辐射区域内患者就医的首要
选择。按照医联体建设的要求，B医院将不再是一些轻症患者就医的首要选择。其次，
因受交通方式少等因素的制约，B医院同样也是一些疑难杂症患者就医的首要选择。但
随着交通网络和交通设施的进一步完善，患者的就医选择将随着火车的通车而增加。加
之，B市两家较大的综合性民营医院发展势头迅猛，且某些专科的就诊人次不断攀升。
面对外部的严峻形式，B医院自身也存在如薪酬待遇低、晋升通道不畅通等问题，导致
医生产生了职业倦怠感、离职意愿等。面对内忧外患的严峻形势，B医院只有通过运用
一系列科学合理的激励手段，才能一方面不断提高医生的工作积极性，使医生主动提升
医疗技术，另一方面不断吸引优秀医生加入，从而使医院在诊疗技术、服务能力方面得
到全面提升。
本文以B医院医生激励机制优化策略为研究内容，首先采用文献综述研究的方法，
收集整理激励的相关理论知识及国内外关于公立医院激励机制的相关研究成果，结合B
医院激励机制方面的现状进行问卷调查及访谈。通过调查结果分析得出B医院在医生的
激励机制中主要存在以下四个方面的问题：薪酬待遇与医生工作付出不符、晋升选拔机
制欠公平、培训机制与医生个人发展契合度低、精神激励作用小。
根据问题进行原因分析后，对B医院医生的激励机制从上述四个方面给出优化策略，
希望通过将优化后的激励机制运用于医院人力资源管理实践当中，使医生通过优化后的
激励机制能够充分发挥主观能动性，更为积极主动地提升诊疗水平，实现个人价值。对
于医院而言，通过医生诊疗水平的提升达到提高医疗服务质量及行业竞争力的目的。
关键词：医生；激励机制；优化策略；医院
- I -

B医院医生激励机制优化策略研究
Research on optimization strategy of doctor incentive mechanism in
Hospital B
Abstract
Hospital B is the only tertiary general hospital in B City. It is the hospital of choice for
patients in city B and surrounding areas. As one of the pilot hospitals in the reform of urban
public hospitals, hospital B will no longer be the primary choice for some patients with mild
diseases according to the requirements of the medical treatment combination. Due to the
constraints of inconvenient transportation and other factors, hospital B is also the primary
choice for some patients with difficult and complicated diseases. With the improvement of
transportation network and transportation facilities, the choice of medical treatment for
patients in B City will increase with the opening of the train. Meanwhile, in recent years, the
two private general hospitals in B City have developed rapidly, the number of visits to certain
specialties at the both hospitals has been rising. There are also some problems in hospital B
itself, such as low salary and treatment of doctors and unsmooth promotion channels, which
lead to job burnout and turnover intention of doctors. It can be said that hospital B is facing a
severe situation of internal troubles and external invasion. Only by using a series of scientific
and reasonable incentive mechanisms can hospital B continuously improve the working
enthusiasm of doctors and improve medical technology on the one hand. On the other hand,
only by constantly attracting excellent doctors can the hospital be comprehensively improved
in diagnosis and treatment technology and service capacity.
The main content of this thesis is the optimization strategy of doctor incentive
mechanism in hospital B. Firstly, this thesis adopts the method of literature review to collect
and sort out relevant theoretical knowledge of incentive strategy and relevant research results
of incentive mechanism of public hospitals at home and abroad. Then, based on the
questionnaire and interview on the current situation of the incentive mechanism in hospital B,
it is concluded that there are four problems in the incentive mechanism of doctors in hospital
B, that is, the salary and treatment are not consistent with the work of doctors, the promotion
and selection mechanism is not fair, the training mechanism is not consistent with the
personal development of doctors, and the spiritual incentive effect is small.
Finally, according to the causes of the existing problems, this thesis puts forward four
optimization strategies for the incentive mechanism of doctors in hospital B. We hope that the
human resources department of hospital B can apply these incentive mechanisms into their
work, so that doctors can give full play to their subjective initiative and realize their life value
- II -

大连理工大学专业学位硕士学位论文
while actively improving the diagnosis and treatment level. For hospital, only the continuous
improvement of doctors' diagnosis and treatment service level can make the hospital's medical
service quality and industry competitiveness continuously enhanced.
Key Words：Doctor; Incentive Mechanism; Optimization strategy; Hospital
- III -
。。。以下略