目的：了解药品零差率销售单元付费补偿机制对基层医务人员满意度的影响，为补偿机制的完善提供相应思路。方法2013年5月，采用配额抽样和随机抽样方法，在天津市某区共抽取10个社区卫生服务中心（医务人员共922人）；采用简单随机抽样方法抽取各业务科室医务人员400人。采用自行设计的调查问卷，调查内容为药品零差率销售单元付费政策实施后医务人员的满意度情况。采用SPSS 17.0统计软件进行Pearson相关分析和决定系数分析。结果922名医务人员中，初级及以下职称者占58.4%，专科及以下学历者占41.1%。相关性分析与决定系数分析显示，基层医疗卫生机构药品零差率销售单元付费补偿机制与医务人员满意度存在相关关系（ P<0.001）。其供给机制中的职业环境，分配机制中的收入与工作匹配度、工资制度、补偿水平，激励机制中的奖惩制度相关系数均大于0.4、决定系数均接近或大于0.2。结论基层医疗卫生机构药品零差率销售单元付费补偿机制与医务人员满意度存在相关关系；应改善人力结构，提升工作环境，强化补偿效果，创新考评制度、补偿方式和分配激励机制。%Objective To understand the influence of paid compensation mechanism of zero-profit drugs sale unit on the medical staff satisfaction and provide some ideas for its perfection. Methods Quota sampling and random sampling methods were used in May 2013 to select 10 community health centers in a district of Tianjin(922 medical workers in all),and simple random sampling method was used to select 400 medical workers from all the service departments. All were investigated by self-designed questionnaire about their satisfaction after the implementation of zero-profit drugs sale unit paid policy. SPSS 17. 0 soft-ware was used for the Pearson correlation analysis and the determination coefficient analysis. Results Among the 922 medical workers,the ones with primary professional titles and below accounted for 58. 4% and the ones with specialist qualifications and below accounted for 41. 1%. Correlation analysis and determination coefficient analysis showed that the paid compensation mecha-nism was correlated to the satisfaction of the medical staff(P<0. 001). The correlation coefficients of the professional environ-ment of supply mechanism, matching degree between income and work, wage system and compensation level of distribution mechanism,rewards and penalties of incentives mechanism were all bigger than 0. 4 and the determination coefficients were all near or bigger than 0. 2. Conclusion The compensation mechanism and satisfaction of the medical staff are correlated. In order to perfect the compensation mechanism and uplift the staff's job satisfaction,we should take the following measures:optimizing the human power structure,improving the working environment,strengthening the compensation effect and innovating evaluation sys-tem,compensation methods and distribution promoting system,and so on.
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