[1]孙君凤李志涛吉廷强赵春祥.基于德尔菲法构建采供血机构奖励性绩效工资分配方案[J].中国卫生质量管理,2023,30(07):87-91.[doi:10.13912/j.cnki.chqm.2023.30.7.19 ]
　SUN Junfeng,LI Zhitao,JI Tingqiang.Establishment of the Incentive Performance-Based Salary Distribution Scheme in Blood Transfusion Institutions Based on Delphi Method[J].Chinese Health Quality Management,2023,30(07):87-91.[doi:10.13912/j.cnki.chqm.2023.30.7.19 ]

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基于德尔菲法构建采供血机构奖励性绩效工资分配方案

《中国卫生质量管理》[ISSN:1006-7515/CN:CN 61-1283/R] 卷: 第30卷期数: 2023年07期页码: 87-91 栏目: 血液质量出版日期: 2023-07-15

Title:: Establishment of the Incentive Performance-Based Salary Distribution Scheme in Blood Transfusion Institutions Based on Delphi Method

作者:: 孙君凤李志涛吉廷强赵春祥; 青岛市中心血站

Author(s):: SUN Junfeng; LI Zhitao; JI Tingqiang; Qingdao Blood Center

关键词:: 采供血机构; 奖励性绩效; 绩效工资; 分配方案; 血液质量

Keywords:: Blood Transfusion Institutions; Incentive Performance; Performance-Based Salary; Allocation Plan; Blood Quality

分类号:: R197.6；R331.1

DOI:: 10.13912/j.cnki.chqm.2023.30.7.19

文献标志码:: B

摘要:: 目的构建采供血机构奖励性绩效工资分配方案，提高员工满意度。方法通过文献研究法形成分配方案初稿，运用德尔菲法进行两轮专家函询。对专家的积极系数、权威系数、协调系数、各指标的重要性赋值及变异系数等进行统计分析，对两轮专家函询的意见或建议进行讨论，最终形成奖励性绩效工资分配方案。结果17名专家参与函询，两轮函询专家积极系数均为100%，权威系数分别为0.936 1、0.964 7，协调系数分别为0.332、0.359。通过两轮专家函询形成的奖励性绩效工资分配方案共包含5个一级指标、41个二级指标。结论奖励性绩效工资分配方案具有一定科学性和实用性，有助于提高员工满意度，但后续需依据实际运行情况对之进行及时修订。

Abstract:: ObjectiveTo establish incentive performance-based salary distribution scheme to improve employee satisfaction.MethodsThe first draft of distribution scheme was formed through literature research, and two rounds of expert correspondence were conducted using the Delphi method. Statistical analysis was made on the positive coefficient, authority coefficient, coordination coefficient, importance assignment of each index and coefficient of variation of the experts, and opinions or suggestions of the two rounds of expert letter consultation were discussed. Finally, the incentive performance-based salary distribution scheme was formed.Results17 experts participated in the letter consultation, with a positive coefficient of 100% for both rounds of expert, authority coefficients of 0.936 1, 0.964 7, and coordination coefficients of 0.332 and 0.359, respectively. The incentive performance-based salary distribution scheme formed through two rounds of expert consultation included a total of 5 primary indicators and 41 secondary indicators.Conclusion The incentive performance-based salary distribution scheme is scientific and practical, and it is helpful to improve employee satisfaction, but it needs to be timely revised according to the actual situation.

参考文献/References:

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更新日期/Last Update: 2023-07-15