[1]王敌程晓燕练璐闵晓青刘武.三级综合医院中层行政管理人员胜任力模型构建研究[J].中国卫生质量管理,2023,30(02):93-97.[doi:10.13912/j.cnki.chqm.2023.30.2.21 ]
　/WANG Di,CHENG Xiaoyan.Construction of Middle-Level Administrative Personnel Competency Model in Tertiary General Hospital[J].Chinese Health Quality Management,2023,30(02):93-97.[doi:10.13912/j.cnki.chqm.2023.30.2.21 ]

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三级综合医院中层行政管理人员胜任力模型构建研究

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R] 卷: 第30卷期数: 2023年02期页码: 93-97 栏目: 问题与探索出版日期: 2023-02-15

Title:: Construction of Middle-Level Administrative Personnel Competency Model in Tertiary General Hospital

作者:: 王敌程晓燕练璐闵晓青刘武; 南京医科大学第一附属医院

Author(s):: /WANG Di; CHENG Xiaoyan; The First Affiliated Hospital of Nanjing Medical University

关键词:: 中层行政管理人员; 岗位胜任力; 三级综合医院; 胜任力模型

Keywords:: Middle-Level Administrative Personnel; Post Competency; Tertiary General Hospitals; Competency Model

分类号:: R97；R954

DOI:: 10.13912/j.cnki.chqm.2023.30.2.21

文献标志码:: A

摘要:: 目的构建三级综合医院中层行政管理人员岗位胜任力模型，推动三级综合医院高质量发展。方法以职能定位—岗位要求—提取特征—构建模型—验证模型的研究思路，以文献研究、专家咨询等方法确认胜任力要素；用随机抽样法进行问卷调查，采用探索性因子分析和适配度检验形成评价维度、各维度要素并检验其合理性与有效性。结果经过两轮专家咨询和问卷调查，最终形成了包含6个维度30个胜任力要素的三级综合医院中层行政管理人员胜任力模型。两轮专家咨询问卷回收率均为100.0%，专家权威程度为0.825，重要性评分和协调系数符合要求。各要素均分大于3.99，变异系数和检验信效度可接受。结论三级综合医院中层行政管理人员胜任力模型具有科学性和实用性，对医院搭建岗位培训平台、建立精准选拔、考核机制具有重要的实践价值。

Abstract:: ObjectiveTo construct of middle-level administrative personnel competency model in tertiary general hospital,so as to promote the high-quality development of tertiary general hospital.MethodsBased on the research idea of functional positioning, job requirements, feature extraction, model building, and verification model, the competency elements were confirmed by literature research and expert consultation. Random sampling method was used to conduct questionnaire survey,and exploratory factor analysis and fit test were used to form the evaluation dimension, each dimension element and test its rationality and validity. ResultsAfter two rounds of expert consultation and questionnaire survey, a competency model for middle-level administrative personnel in a tertiary general hospital was finally formed, which included 6 dimensions and 30 competency elements. The recovery rate of the two rounds of expert consultation questionnaires was 100.0%, the authority of experts was 0.825, and the importance score and coordination coefficient met the requirements. The average score of each factor was greater than 3.99, and the coefficient of variation and test reliability were acceptable. Conclusion The competency model of middle-level administrative personnel in tertiary general hospitals is scientific and practical. It has important practical value for hospitals to build job training platforms, establish accurate selection and assessment mechanism.

参考文献/References:

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更新日期/Last Update: 2023-02-15