I 摘要 公立医院行政后勤职能部门是临床一线等业务科室的服务者,也是当今社会医疗 行业竞争实力的重要保障。薪酬管理是人力资源管理的核心部分，科学的薪酬管理 可以提高公立医院行政后勤人员的自我存在感、对组织的归属感和公立医院的竞争 力。行政后勤职能部门的薪酬体系具有复杂性、多变性。公立医院行政后勤职能部 门员工的学历、工作经验等个人因素，医院的发展目标和文化、物价水平和相关的 法律法规等医院内外部因素，都会影响公立医院行政后勤人员的薪酬水平。长期以 来，公立医院行政后勤职能部门人员的薪酬待遇与劳动价值不匹配，导致许多行政 后勤职能部门员工的工作积极性大幅降低。为进一步深化公立医院改革，充分激发 公立医院行政后勤职能部门工作者的积极性，当前迫切需要加快建立符合行政后勤 人员需求的公立医院行政后勤职能部门薪酬管理制度。 本文首先介绍了X公立医院行政后勤职能部门薪酬管理优化的研究背景、意义 以及研究内容和研究方法，然后描述了医院薪酬管理等基本概念以及薪酬、需求、 期望、公平理论，随后分析了X公立医院行政后勤职能部门的薪酬管理现状，通过 问卷调查和深度访谈的方法分别对X公立医院行政后勤职能部门薪酬水平、薪酬结 构和薪酬体系进行了详细分析，发现X公立医院行政后勤职能部门薪酬管理存在绩 效工资水平较低损害员工积极性、薪酬涨幅较低无法有效激励员工、薪酬结构不够 合理、绩效考核分配方式不合理、编外员工待遇不公平、薪酬激励性不强的问题。X 公立医院行政后勤职能部门应该适度提高薪酬水平，保持薪酬的合理增幅，优化薪 酬结构；引进先进绩效管理模式，建立多维度的绩效考核体系；创新人力资源管理 机制，提升编外人员的待遇公平性；重视非经济薪酬，激发员工自我价值的实现。 本研究可以在一定程度上丰富公立医院行政后勤职能部门薪酬管理的理论，也可为 X公立医院行政后勤职能部门薪酬管理优化提供参考，推进X公立医院行政后勤职 能部门薪酬管理制度的完善，调动X公立医院行政后勤人员的积极性，提升X公立 医院行政后勤职能部门和X公立医院整体的竞争力，同时也给其他类似单位提供参 考。 关键词：公立医院；行政后勤职能部门；薪酬管理 Abstract III Abstract Theadministrativelogisticsdepartmentofpublichospitalsisaserviceproviderfor clinicalfrontline,anditisalsoanimportantguaranteeforthecompetitivestrengthof today'ssocialmedicalindustry.Salarymanagementisthecorepartofhumanresource management.Scientificsalarymanagementcanimprovethesenseofself-presence, belongingtotheorganization,andthecompetitivenessofpublichospitals.The compensationsystemofadministrativelogisticsfunctionsiscomplexandvolatile. Personalfactorssuchastheeducationandworkexperienceofemployeesinthe administrativeandlogisticsfunctionsofpublichospitals,internalandexternalfactors suchasthehospital'sdevelopmentgoalsandculture,pricelevels,andrelatedlawsand regulationswillaffectthesalarylevelofadministrativestaffinpublichospitals.Foralong time,thesalaryandbenefitsofthestaffoftheadministrativelogisticsfunctionsofpublic hospitalsdidnotmatchthelaborvalue,whichledtoasignificantreductioninthework enthusiasmofmanyemployeesoftheadministrativelogisticsfunctions.Inordertofurther deepenthereformofpublichospitalsandfullystimulatetheenthusiasmofworkersinthe administrativeandlogisticsfunctionsofpublichospitals,itisurgentlynecessaryto acceleratetheestablishmentofasalarymanagementsystemforadministrativeand logisticsfunctionsofpublichospitalsthatmeetstheneedsofadministrativeandlogistics personnel. Thisarticlefirstintroducestheresearchbackground,significance,researchcontent, andresearchmethodsofsalarymanagementoptimizationintheadministrativeand logisticsfunctionsofXpublichospital,thendescribesthebasicconceptsofhospital salarymanagementandthetheoryofsalary,demand,expectation,andequity,andthen analyzesthesalarymanagementoftheadministrativelogisticsdepartmentofthehospital. Throughaquestionnairesurveyandin-depthinterviews,thesalarylevel,salarystructure andsalarysystemoftheadministrativelogisticsfunctionoftheXpublichospitalwere analyzedindetail.Thelogisticsmanagementdepartment'ssalarymanagementhasthe problemsoflowerperformanceandsalary,whichhurtsemployeemotivation,lowersalary increasecannoteffectivelymotivateemployees,unreasonablesalarystructure, unreasonableperformanceappraisalanddistributionmethods,unfairtreatmentof non-staffemployees,andweaksalaryincentives.Theadministrativeandlogistics 重庆理工大学硕士学位论文 IV functionsoftheXpublichospitalshouldmoderatelyincreasetheirpaylevels,maintaina reasonableincreaseinpay,andoptimizetheirpaystructures;introduceadvanced performancemanagementmodelsandestablishamulti-dimensionalperformance appraisalsystem;innovatehumanresourcemanagementmechanismstoimprovethe fairnessofthetreatmentofnon-staffpersonnel;attachimportancetonon-economic compensation,andstimulatetherealizationofemployees'self-worth.Thisstudycan enrichthetheoryofsalarymanagementofadministrativelogisticsfunctionsofpublic hospitalstoacertainextent,andcanalsoprovideareferencefortheoptimizationofsalary managementofadministrativelogisticsfunctionsoftheXpublichospital,andpromote theimprovementandmobilizationofthesalarymanagementsystemofadministrative logisticsfunctionsoftheXpublichospital.Theenthusiasmoftheadministrativelogistics staffoftheXpublichospitalswillimprovetheoverallcompetitivenessofthe administrativelogisticsfunctionsoftheXpublichospitalandtheXpublichospital,and alsoprovideareferenceforothersimilarunits. Keywords: publichospital,administrativelogisticsfunctions,salarymanagement 目录 V 目录 摘要 ...................................................................................................................I Abstract...........................................................................................................III 1 绪论 ................................................................................................................1 1.1 研究背景和意义 ..................................................................................................1 1.1.1研究背景....................................................................................................................1 1.1.2研究意义....................................................................................................................1 1.2 文献综述 ..............................................................................................................2 1.2.1海外研究现状............................................................................................................2 1.2.2国内研究现状............................................................................................................4 1.2.3文献研究评述............................................................................................................6 1.3 研究内容 .............................................................................................................6 1.4 研究方法 ..............................................................................................................8 1.4.1文献研究法................................................................................................................8 1.4.2问卷调查法................................................................................................................8 1.4.3深度访谈法................................................................................................................8 1.5 技术路线 .............................................................................................................8 2 理论基础 ......................................................................................................11 2.1 概念界定 ...........................................................................................................11 2.1.1公立医院..................................................................................................................11 2.1.2公立医院行政后勤职能部门..................................................................................11 2.1.3医院薪酬管理..........................................................................................................11 2.2 相关理论 ...........................................................................................................12 2.2.1薪酬理论.......................................................................................................