主治醫師待遇與組織成長－個案研究

本研究以某大學附設醫院跨越四十五年的發展過程，以資料分析法，依組織成長不同階段，探討該院主治醫師待遇，如何隨著內外部環境的改變，而作出因應調整。合理的待遇是組織吸引人才與留任人才的必要條件之一，待遇包括財務性與非財務性或經常性與非經常性之給予，待遇在組織內部要能反應個人對組織的貢獻與公平性，薪資水準對外部人力市場更要具競爭性。本研究從個案醫院主治醫師的薪資管理、薪資政策、薪資結構作一縱貫性的探討，待遇可分為基本薪資與加給、獎金、福利，每項目之給予為滿足員工在不同階段有著不同的需求，其所佔比重，有很大的變化。待遇必須反應組織薪資政策與支付能力，個案醫院主治醫師待遇由早期以生活費、年資、經歷所組成的職務薪，近期則逐步導向以個人能力與貢獻之績效薪與技能薪，職務薪或技能薪各有其適用之優點與限制。待遇會影響組織文化，也就是組織內部人員作事方法，進而左右組織的團隊效率，個案醫院不同階段的薪資結構轉變，也隱含著組織文化的變革，其過程平和緩慢，是組織群體共識下的產物，薪資管理雖是一數字管理，對員工是收入，是維持經濟生活與身份地位的具體實踐；對組織則是成本，必須具備效率與效益，待遇對個人與組織皆很重要，本研究將個案醫院長期以來的實際作法，提供醫務管理學界與實務界參考。

關鍵字

待遇；薪資管理；薪資結構；組織成長

並列摘要

This research is based on a University Hospital's 45 years of growth and development. Using data analysis method, along with the different stages of growth of this medical institute, we try to evaluate the changing environment both inside and outside the hospital and how it reflects compensation for the physicians. A reasonable compensation is one of the basic factors that attracts and retains staff. The compensation of salary should be based on personal contribution and fairness. The salary standard must be also competitive. This research is discussed based on the case study of the salary management, politics, and structures. The compensations are based on the basic salary, yearly bonuses, and other benefits. Each of these categories is to satisfy the employees at different levels and needs, thus the percentage that each of them occupy are varied. The compensation must reflect the institutes salary politics and abilities. Compare to earlier times when salary is mostly based on the living standard, the experiences, and the seniority of the employee, it is gradually shifting to the individual ability and the techniques, and most importantly his/her amount of contribution, both of which have their advantages and abilities. Compensations can affect the style of the institute’s management, which also affect the quality of the team. The hospitals changing salary structure also represents the ever-changing organization culture. Although the process of change is often slow, its changes are very important to the entire team. Compensations are not only management of cost on the managers, but also represent life style and qualities of work for employees, therefore they should be well managed. The compensations are both very important to the individual and the team. This result of this study may provide other related fields as helpful reference.