^[D]综合性公立医院人力资源虚拟管理研究

华中科技大学博士学位论文综合性公立医院人力资源虚拟管理研究姓名：傅新巧申请学位级别：博士专业：社会医学与卫生事业管理指导教师：方鹏骞2010-05I1.2.II3.4.DelphiFuzzy5.6.1.III2.3.3.13.24.4.1105054.2155.IV1046%60%VLepakPhilipKotlerRaymondVernon621VI3VIIVIIIResearchonVirtualManagementofHumanResourceManagementinGeneralPublicHospitalDoctoralCandidateFuXinqiaoSupervisorProf.FangPengqianABSTRACT1.ObjectiveTheobjectivesofthepresentpaperarethreefold:(1)tofindtheproblemofthehumanresourcemanagementofgeneralpublichospitalinthisstrategicmanagementtime;(2)toanalyzethefeasibilityforgeneralpublichospitaladoptingthevirtualmanagemntway;(3)toestablishthesyntheticevaluationsystemontheperformanceofhospitalhumanresourcemanagement.2.DataandMethods2.1TheoreticalAnalysisHumanresourcesmanagementtheory,corecompetencetheory,transactioncosttheory,competitivestrategytheoryandresource-basedtheoryandsoonwereusedtoprovidetheoreticalsupportforhumanresourcevirtualmanagementmodelinhospitals.2.2QualitativeStudy2.2.1DelphitechniqueThroughDelphitechnique,theprimaryandsecondaryevaluationindicatorsofhumanresourcesmanagementperformanceinhospitalswereidentifiedandweighted,andtheindicatorsystemofhumanresourcesmanagementperformanceevaluationinhospitalswasinitiallyestablished.2.2.2Individualdeepinterview(semistructuredinterview)Bothpeopleinchargeofandpeopleworkinginthedepartmentofhumanresourceinhospitalswereinterviewedtoknowtheirthoughtaboutthecurrenthumanresourcemanagementmodelinhospitals(mainlyfocusingonthemanagementefficiencyanditsinfluenceontheimprovementofhospitals’corecompetitivenessanddevelopment),whethertherewerepolicymeasuresaimedatfunctionreformofthedepartmentofhumanIXresource,howmuchdidtheyknowaboutvirtualmanagementandtheirassessment,etc..2.3Quantitativestudy2.3.1FieldinvestigationinhospitalsTakingregionaleconomicdevelopmentlevelintoconsideration,Wuhan,HubeiProvinceandGuangzhou,GuangdongProvincewereidentifiedasfieldinvestigationsitesundertheprincipleofconveniencesampling.Fivegeneralpublichospitalsweresampledineachsitetocarryoutquestionnaireinvestigationrespectivelyamongpeopleinchargeofandworkinginthedepartmentofhumanresource,medicalstaffclinicalsections(including50doctorsand50nurses,mostofwhichshouldbenewemployeesinrecentfiveyears,includingjuniormanagersofsections).Thequestionnaireincludedhospitalstaffsituationinthedepartmenthumanresourcesmanagement,humanresourcemanagementoperationcondition,theresponsivenessofhospitalstaffinclinicalmedicalsectionabouthumanresourcemanagement(understandingandsatisfactiondegreeofhumanresourcemanagement)andsoon.2.3.2FieldinvestigationinprofessionalinstitutionsforhumanresourcemanagementBothmanagementconsultantinstitutionsfordomesticenterprisesandhospitalswererandomlysampled(respectively15wereselected)tocarryoutquestionnaireinvestigation.2.4CasestudyThecasestudyisadoptedaimingatdeepeningperceptualunderstandingofhumanresourcevirtualmanagementthroughinvestigationofseveralhospitals’enhancementinstrategicmanagementbyintegratingexternalresourcesforhumanresourcemanagement.3.Resultsandconclusions3.1TheoreticalbaseofhumanresourcevirtualmanagementWithregardtostrategichumanresourcemanagementtheory,thisstudyanalyzedthetheoreticalbaseofhumanresourcevirtualmanagementcenteringontransactioncosttheory,corecompetencetheory,andresource-basedtheory.Accordingtostrategichumanresourcetheory,humanresourcemanagementandorganizationalstrategicplanningisintegratedwitheachother,whosefunctionsmainlyfocusonorganizationaldecision-making,planningandschedulingratherthanspecificexecutiveaffairs.Therefore,ononehandthedepartmentofhumanresourcemanagementshouldgetitselfoutoflow-valuetrivialmatters,andontheXotherhand,itmustintegrateexternalresourcestoimprovestrategicmanagementcapabilities.Andtheimplementationofvirtualmanagementmakesthesetwogoalspossible.Inaccordancewithtransactioncosttheory,thosehumanresourcemanagementactivitiesthatcanbegotlow-costlyfromoutsideshouldbeimplementedoutsourcing.Whilefromtheperspectiveofstrategicvalueofutilizingexternalresources,corecompetencetheoryholdsthatnon-corebusinesscanbeoperatedbythebestprofessionalcompanysothattheorganizationcanputmoreresourcesintothecorebusinesstoimprovetheorganization'scorecompetitiveness.Resource-basedtheoryandcorecompetencetheoryaresimilarinthattheybothemphasizetheorganization’sadvantageousresourcesformthebasisofitscompetitivestrategy.Therefore,strategicmanagementshouldbefromthenurturinganddevelopmentorganizationstomaximizetheuniqueoptimalallocationofstrategicresourcesandstrategicresourcesofthisuniqueability,andforthosescarceresourcesorcapabilities,integrationofexternalresourcesshouldbeimplementedtocarryoutvirtualmanagement.3.2AnalysisofthecurrentsituationsofhumanresourcemanagementinpublichospitalsInordertodiscussthenecessityoftheintegrationofexternalresources,thisstudyselected10publichospitalsinWuhanandGuangzhoutocarryoutfieldinvestigationandtoanalyzethestrategicmanagementlevelofhumanresourcemanagementingeneralpublichospitals.Theresultshowedthattherewerestillmanyproblemsinthecurrenthumanresourcemanagementinpublichospitalsandtherewasstillalongwaytogotomeettherequ