發(fā)布時(shí)間：2019-06-08 08:11

【摘要】：衛(wèi)生監(jiān)督協(xié)管服務(wù)是實(shí)現(xiàn)公共衛(wèi)生服務(wù)均等化的重要舉措，夯實(shí)了衛(wèi)生監(jiān)督體系的網(wǎng)底，發(fā)揮出積極的前哨作用，有效緩解了當(dāng)前衛(wèi)生監(jiān)督人力不足的問(wèn)題。作為協(xié)管服務(wù)工作的實(shí)施主體，衛(wèi)生監(jiān)督協(xié)管員是衛(wèi)生監(jiān)督協(xié)管體系的最根本要素，協(xié)管員的素質(zhì)、工作能力、工作態(tài)度等極大程度決定了協(xié)管服務(wù)工作開(kāi)展水平。因此，本文選取具有較高實(shí)際運(yùn)用價(jià)值的赫茨伯格保健激勵(lì)雙因素理論作為指導(dǎo),通過(guò)文獻(xiàn)資料分析、實(shí)地調(diào)研、咨詢?cè)L談、問(wèn)卷調(diào)查、數(shù)據(jù)統(tǒng)計(jì)分析等方法，對(duì)廣州市衛(wèi)生監(jiān)督協(xié)管服務(wù)工作開(kāi)展情況、協(xié)管員隊(duì)伍建設(shè)與管理現(xiàn)狀進(jìn)行調(diào)查，分析研究廣州市衛(wèi)生監(jiān)督協(xié)管員的激勵(lì)現(xiàn)狀、激勵(lì)需求，并構(gòu)建衛(wèi)生監(jiān)督協(xié)管員激勵(lì)模型，提出相關(guān)的激勵(lì)對(duì)策及保障措施，為提高衛(wèi)生監(jiān)督協(xié)管員激勵(lì)水平，提高工作績(jī)效提供參考。 本文共分為五個(gè)部分: 第一部分是緒論，介紹了選題的研究背景、理論基礎(chǔ)及研究進(jìn)展、研究目的與意義、研究?jī)?nèi)容與方法、質(zhì)量控制與統(tǒng)計(jì)分析方法。 第二部分描述分析了廣州市衛(wèi)生監(jiān)督協(xié)管單位基本情況、協(xié)管服務(wù)工作開(kāi)展情況以及衛(wèi)生監(jiān)督協(xié)管人力資源配置情況，對(duì)廣州市衛(wèi)生監(jiān)督協(xié)管員對(duì)激勵(lì)因素和保健因素的滿意度與影響程度認(rèn)知差異進(jìn)行比較、分級(jí)，并將激勵(lì)因素和保健因素重新分為三個(gè)層面。 第三部分分別從保健因素和激勵(lì)因素兩方面闡述了廣州市衛(wèi)生監(jiān)督協(xié)管員激勵(lì)現(xiàn)狀和存在的問(wèn)題。 第四部分分別從從保健因素和激勵(lì)因素兩方面對(duì)衛(wèi)生監(jiān)督協(xié)管員激勵(lì)問(wèn)題產(chǎn)生的具體原因進(jìn)行了深入性的探討分析。 第五部分在構(gòu)建衛(wèi)生監(jiān)督協(xié)管員激勵(lì)模型的基礎(chǔ)上，，提出基于雙因素理論的衛(wèi)生監(jiān)督協(xié)管員激勵(lì)對(duì)策和保障措施。結(jié)語(yǔ)部分介紹了研究的結(jié)論、研究創(chuàng)新點(diǎn)、研究局限與展望。 本文研究的創(chuàng)新點(diǎn)是將人力資源管理中的激勵(lì)研究引入衛(wèi)生監(jiān)督協(xié)管服務(wù)行業(yè)中，首次運(yùn)用雙因素理論指導(dǎo)廣州市衛(wèi)生監(jiān)督協(xié)管員的激勵(lì)管理，拓展了激勵(lì)研究的范圍，拓寬了雙因素理論的研究對(duì)象。 本文研究的主要成果是將雙因素中的保健因素和激勵(lì)因素從內(nèi)部劃分為主導(dǎo)因素、次要因素和保持因素三個(gè)層面，在制定激勵(lì)措施及在實(shí)施的過(guò)程中，對(duì)不同層級(jí)的因素采取不同強(qiáng)度的激勵(lì)措施，對(duì)主導(dǎo)因素采取強(qiáng)激勵(lì)措施，對(duì)次要因素采取弱激勵(lì)措施，對(duì)保持因素，則維持現(xiàn)狀。構(gòu)建了衛(wèi)生監(jiān)督協(xié)管員激勵(lì)模型，使提出的激勵(lì)對(duì)策更具有實(shí)用價(jià)值。
[Abstract]:Health supervision and management service is an important measure to realize the equality of public health services. It has consolidated the network bottom of the health supervision system, played an active role as an outpost, and effectively alleviated the problem of shortage of health supervision manpower at present. As the main body of the cooperative management service, the health supervision and management staff is the most fundamental element of the health supervision and management system. The quality, working ability and working attitude of the co-management staff determine the development level of the co-management service to a great extent. Therefore, this paper selects Herzberg's two-factor theory of health care incentive, which has high practical application value, as a guide, through literature analysis, field investigation, consultation and interview, questionnaire survey, data statistical analysis and so on. This paper investigates the development of health supervision and management service in Guangzhou, analyzes and studies the incentive status and demand of health supervision and management in Guangzhou, and constructs the incentive model of health supervision and management. The relevant incentive countermeasures and safeguard measures are put forward to provide reference for improving the incentive level of health supervision and management staff and improving work performance. This paper is divided into five parts: the first part is the introduction, which introduces the research background, theoretical basis and research progress, research purpose and significance, research content and method, quality control and statistical analysis method. The second part describes and analyzes the basic situation of health supervision and management units in Guangzhou, the development of cooperation and management services and the allocation of human resources for health supervision and management. This paper compares and classifies the cognitive differences in the satisfaction and influence degree of incentive factors and health care factors among health supervision and management staff in Guangzhou, and redivides the incentive factors and health care factors into three levels. The third part expounds the present situation and existing problems of health supervision and management staff in Guangzhou from two aspects of health care factors and incentive factors. The fourth part discusses and analyzes the specific causes of the incentive problems of health supervision officers from two aspects: health care factors and incentive factors. In the fifth part, on the basis of constructing the incentive model of health supervision and management staff, the incentive countermeasures and safeguard measures of health supervision and management staff based on two-factor theory are put forward. The conclusion part introduces the conclusion, innovation, limitation and prospect of the study. The innovation point of this paper is to introduce the incentive research in human resource management into the health supervision and management service industry, and to guide the incentive management of health supervision and management staff in Guangzhou for the first time by using the two-factor theory, which expands the scope of incentive research. It broadens the research object of two-factor theory. The main results of this paper are that the health care factors and incentive factors in the two factors are divided into three levels: leading factors, secondary factors and maintenance factors, in the process of formulating incentive measures and implementing them. Different intensity incentive measures are taken for different levels of factors, strong incentive measures are taken for leading factors, weak incentive measures are taken for secondary factors, and the status quo is maintained for maintaining factors. The incentive model of health supervision and management staff is constructed, which makes the proposed incentive countermeasures more practical.
【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：D630.9;R197.2

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