台灣醫院醫師薪資制度調查

薛亞聖; 洪幼珊; 湯澡薰; 楊志良; 王采薇

doi:10.6145/jme.200206_6(2).0007

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P173 - 184

Health & Medical Care > Medical Sciences
Social Sciences > Education

DOI： 10.6145/jme

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台灣醫院醫師薪資制度調查

A National Survey of Physician-Compensation Arrangements at Hospitals in Taiwan

薛亞聖(Ya-Seng Hsueh) ；洪幼珊(Yu-Shan Hung) ；湯澡薰(Chao-Hsiun Tang) ；楊志良(Chi-Liang Yuang) ；王采薇(Tsai-Wei Wang)

醫學教育； 6卷2期 (2002 / 06 / 01) ， P173 - 184

繁體中文 DOI： 10.6145/jme.200206_6(2).0007

人力資源；薪資制度；醫師費；績效獎勵金；醫院成本；健康保險； human resource ； compensation arrangements ； physicican fee ； performance pay ； hospitalcost ； health insureance

Abstract │ Reference (19) │ Times Cited (8) │ Altmetrics

Abstract 〈TOP〉

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The principal purpose of this study is to understand and investigate the pattern and structure of hospital-based physician-compensation arrangements, and further, to investigate the differences between such arrangements as practiced by public and private hospitals. In addition, we intend to investigate the differences in the hospital-accreditation status for various Taiwanese hospitals, namely medical centers, regional hospitals, and district teaching hospitals. We conducted a cross-sectional survey in 1998. A structured self-administered questionnaire was mailed to appropriate representatives of the 120 target hospitals. ? The findings are as follows: 1) The response rate was 75%. 2) The most popular compensation arrangements is the mixed base-salary plus performance pay for public hospitals and mixed base-salary plus physician fee for surveyed private hospitals. 3) Most of the hospitals surveyed, whether public or private, have made the variable portion of the compensation exceeding 50% of physician’s total compensation. 4) The variable portion is determined mainly by the volume of a physician’s service according to the reimbursable items of the national health insurance scheme, although public hospitals appear to take more factors other than service volume into account. 5) Private hospital tend to use guaranteed salary for new-entry physicians, the less-profitable specialties, and residents. By contrast, public hospitals provide little guaranteed salary for the above-mentioned physicians. 6) Private hospitals, as compared to public hospitals, tend to modify physician-compensation arrangements more rapidly according to any changes in the reimbursement method of health insurance schemes. In conclusion, current hospital-physician compensation arrangements focus mainly upon a physician-incentive program, itself based upon volume of services.

Reference ( 19 ) 〈TOP〉

台北市政府衛生局暨所屬醫療院所人員獎勵金發給基準
省市政府衛生處局所屬醫療機構人員獎勵金發放要點
Berwick D(1996).Quality of health care, V: Payment by capitation and the quality of care.New Engl J Med,335,1227-1231.
Fralicx RD,Lccione WJ(1997).What are you worth?.Hosp Health Networks.
Gold MR,Hurley R,Lake T,Ensor T,Berenson R(1995).A national survey of the arrangement management-care plans make with physicians.New Engl J Med,333(25),1678-1683.

Times Cited ( 8 ) 〈TOP〉

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