Connotation of clinical performance of Healthcare Providers and construction of evaluation index system: analysis on the job responsibility and evolution of individual performance structure
WANG Zishu1, QIAO Jiwen2, and REN Deyu3
1.Hospital Office of Peking Union Medical College,Beijing 100730, China; 2.Department of Medical Services of Hospital; 3.Health Department of Logistics Department,Shanxi Provincial Corps, Chinese People’s Armed Police Force, Taiyuan 030006, China
Abstract：Objective To gain keen insights into the role and performance of healthcare providers in clinical work and improve the applicability of individual performance theories in the development of performance evaluation index systems in order to provide a new perspective and approach to clinical work performance evaluation of the medical staff.Methods Based on clinical responsibilities and in combination with the research findings related to the connotation of individual performance,the performance connotation of healthcare providers was defined.Results (1) Clinical performance of healthcare providers includes clinical ability, work performance and achievements. (2) The performance evaluation indicator system of healthcare providers includes three first-order indicators that are professional diagnosis and treatment, communication between doctors and patients and professional self discipline, as well as nine second-order indexes that are diagnosis and treatment output, diagnosis and treatment behavior, ability of diagnosis and treatment, communication effectiveness, communication behavior, communication skills, self-discipline achievement, self-discipline behavior and self-discipline ability.Conclusions It is scientific and practical to combine work responsibilities of healthcare providers with the “result-behavior-ability” performance structure model to determine the performance evaluation indexes in order to strengthen the logical relations between different levels of performance evaluation indexes. The performance evaluation index system of healthcare providers established in this study needs to be refined, verified and perfected in practical application.
王子姝, 乔继文, 任德玉. 医务人员临床工作绩效内涵及指标体系构建:基于工作职责和个体绩效结构演化的探析[J]. 武警医学, 2016, 27(12): 1221-1224.
WANG Zishu, QIAO Jiwen, and REN Deyu. Connotation of clinical performance of Healthcare Providers and construction of evaluation index system: analysis on the job responsibility and evolution of individual performance structure. Med. J. Chin. Peop. Armed Poli. Forc., 2016, 27(12): 1221-1224.
Sackett P R.An Examination of the Dimensionality of Non-task Performance[C].Ann Arbor,Mi,United States:ProQuest Information and Learning Company ,2002:1-4.
[2]
Bernardin H, Betty, R W. Performance appraisal: Assessing human behavior at work[M]. Boston: Kent Publishers, 1984:25-58.
[3]
Murphy K R, Cleveland J N.Understanding performance appraisal: Social, organizational and goal-based perspectives[M].Thousand Oaks, CA:Sage Publications,1995:58-96.
[4]
Katz D. The social psychology of organization [M]. 2nd ed. New York: John Wiley Publishers, 1978:115-253.
[5]
Smith C A, Organ D W, Near J P. Organizational Citizenship Behavior: Its Nature and Antecedents [J]. Journal of Applied Psychology, 1983, 68(4):653-663.
[6]
Brief A P, Motowidlo S J. Prosocial organizational behavior[J].Acad Manage Rev,1986,11(4):710-725.
[7]
Van Dyne L, Graham J W, Dienesch R M.Organizational Citizenship Behavior: construct Redefinition Measurement and Validation [J]. Acad Manage, 1994,37(4):765-802.
[8]
Brumbrach.Performance management [M].London: The Cronwell press,1988:45-87.
[9]
Michael A, Angela B. Performance Management[M].London: The Cromwell Press,1998:32-60.
[10]
Wayne A H. Perceived Organization as Support as a Mediator of the Relationship between Politics Perceptions & Work Outcomes[J]. J Vocat Behav, 2003,63(3):438-456.
[11]
Borman W C,Motowidlo S J, Expanding the criterion domain to include elements of contextual performance.N.Schmitt&W.C.Borman(Eds),Personnel selection in organizations[M]. San Francisco:Jossey Bass,1993:71-78.
[12]
付亚和,许玉林.绩效考核与绩效管理[M].北京:电子工业出版社,2009:2-3.
[13]
Bates R A,Holton E F.Computerized performance monitoring: A review of human resource issues[J].Hum Resour Manage,1995, 5(4):267-288.
2016, Vol. 27 
