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[1]赵盼盼朱卫华贺丽娟李博崔兆涵潘晨.江苏省公立医院医务人员薪酬状况研究：基于172所三级公立医院的调查[J].中国卫生质量管理,2026,33(8):74-79.[doi:10.13912/j.cnki.chqm.2026.33.8.15]
　ZHAO Panpan,ZHU Weihua,HE Lijuan.Research on the Remuneration Status of Medical Staff in Public Hospitals in Jiangsu Province:Based on a Survey of 172 Tertiary Public Hospitals[J].Chinese Health Quality Management,2026,33(8):74-79.[doi:10.13912/j.cnki.chqm.2026.33.8.15]

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江苏省公立医院医务人员薪酬状况研究：基于172所三级公立医院的调查

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R] 卷: 33 期数: 2026年8期页码: 74-79 栏目: 绩效管理与医院高质量发展出版日期: 2026-08-15

Title:: Research on the Remuneration Status of Medical Staff in Public Hospitals in Jiangsu Province:Based on a Survey of 172 Tertiary Public Hospitals

作者:: 赵盼盼朱卫华贺丽娟李博崔兆涵潘晨; 南京医科大学第一附属医院

Author(s):: ZHAO Panpan; ZHU Weihua; HE Lijuan; The First Affiliated Hospital with Nanjing Medical University

关键词:: 公立医院; 医务人员; 薪酬

Keywords:: Public Hospital; Medical Staff; Remuneration

分类号:: R197.3

DOI:: 10.13912/j.cnki.chqm.2026.33.8.15

文献标志码:: A

摘要:: 目的调查江苏省三级公立医院医务人员薪酬现况，为深化公立医院薪酬制度改革、完善医务人员薪酬激励机制提供数据支撑和实证依据。方法发放电子调查表，收取医院薪酬相关数据。运用R 4.3.1软件进行统计分析。结果薪酬收支方面，62.21%医院财政补助收入在医院总收入占比低于10%；93.02%的医院工资福利支出中，财政在职人员经费补助占比不足20%，余下需医院自筹。薪酬分配方面，所有医院均采用岗位绩效工资制作为最主要的分配形式；此外，40.12%的医院对主要负责人等实行年薪制，16.86%的医院对骨干或高层次或紧缺专业人员等实行项目工资或协议工资制。地域分布、行政隶属和医院人均年应发工资水平均对多元薪酬分配方式有显著影响（P均<0.05）。薪酬水平方面，全省三级公立医院人均年薪为19.81万元。多数医院（58.14%）人均年薪集中在10万元~20万元区间。医院所在地域（χ2=46.555，P＜0.001）、医院隶属关系（χ2 =19.538，P=0.003）、编制床位数（χ2 =38.778，P＜0.001）和在职职工数（χ2 =118.213，P＜0.001）均与医院人均年薪相关联。薪酬结构方面，全省三级公立医院浮动薪酬占比为63.19%，固定薪酬占比为36.81%。结论建议加大财政投入力度，完善资金筹集机制；改革薪酬制度，建立多元化的分配形式；依据医务人员劳动价值合理确定薪酬标准；优化薪酬结构，兼顾保障与激励。

Abstract:: ObjectiveTo investigate the current status of remuneration for medical staff in tertiary public hospitals in Jiangsu Province, so as to provide data support and empirical evidence for deepening the remuneration system reform of public hospitals and improving the remuneration incentive mechanism for medical staff.MethodsElectronic questionnaires were distributed to collect hospital remuneration-related data, and statistical analysis was conducted using R 4.3.1 software.ResultsIn terms of remuneration revenue and expenditure, 62.21% of the hospitals had financial subsidy income accounting for less than 10% of their total revenue; 93.02% of the hospitals had financial subsidy funds accounting for less than 20% of their salary and welfare expenditures, with the remaining part needing to be self-raised by the hospitals. In terms of remuneration distribution, all hospitals adopted the post performance-based salary system as the primary distribution form. In addition, 40.12% of the hospitals implemented the annual salary system for key principals and other personnel, and 16.86% of the hospitals adopted the project-based salary or negotiated salary system for backbone,high-level or shortage-specialty personnel. Regional distribution,administrative and the per capita remuneration level of hospitals had significant impacts on diversified remuneration distribution methods (P<0.05). In terms of remuneration level, the per capita annual salary of tertiary public hospitals across the province was 198 100 yuan. Most hospitals (58.14%) had their per capita annual salary concentrated in the range of 100 000 to 200 000 yuan. The location of the hospital (χ2=46.555, P<0.001), the hospital’s subordinate administrative level (χ2=19.538, P=0.003), the number of authorized beds (χ2=38.778, P<0.001) and the number of in-service staff (χ2=118.213, P<0.001) were all correlated with the per capita annual salary of the hospital. In terms of remuneration structure, the proportion of floating remuneration in tertiary public hospitals across the province was 63.19%, and the proportion of fixed remuneration was 36.81%. Conclusion It is recommended to increase financial investment and improve the fund-raising mechanism, innovate the remuneration system to establish diversified distribution forms, reasonably determine remuneration standards based on the labor value of medical staff, and optimize the remuneration structure to balance security and incentive.

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更新日期/Last Update: 2026-08-15