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http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/24001完整後設資料紀錄
| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 劉順仁 | |
| dc.contributor.author | Chung-Li Wang | en |
| dc.contributor.author | 王崇禮 | zh_TW |
| dc.date.accessioned | 2021-06-08T05:13:50Z | - |
| dc.date.copyright | 2006-07-14 | |
| dc.date.issued | 2006 | |
| dc.date.submitted | 2006-07-10 | |
| dc.identifier.citation | 參考文獻
一、 中文部份 （一） 中文書籍 1. 李青芬、李雅婷、趙慕芬譯，織行為學，華泰文化事業公司，二版，（Stephen P. Robbins原著），民國91年。 2. 李德玲，企業員工對薪酬制度反應之研究，中國文化大學企業管理研究所碩士論文，民國81年。 3. 莊逸洲、黃崇哲，醫療機構人力資源管理，華杏出版股份有限公司，初版，民國90年。 4. 許哲源，員工獎金與升遷激勵誘因之研究，國立中山大學企業管理研究所碩士論文，民國84年。 5. 曾銘傳，主管人員特質薪酬給付方式及其滿足感之研究，國立臺灣大學工業技術學院工程技術研究所碩士論文，民國76年。 6. 黃超吾，資策略與管理實務，人本企業管理顧問有限公司，三版，民國94年。 7. 諸承明，薪資設計要素與組織效能關係之研究—以組織特性與任務特性為情境變項，國立臺灣大學商學研究所博士論文，民國84年。 8. 簡瑟芬，組織報酬與員工工作意願之研究—從個人屬性來探討，政大公共行政所未出版碩士論文，民83年。 （二） 中文期刊 1. 邱宏昌，各種薪資酬償之介紹與比較，台北銀行季刊，民國86年，1卷27期，2。 2. 邱宏昌，各種薪資酬償制度之介紹與比較，台北銀行月刊，民國86年，6卷27期，50-55。 （三）其他 1. Tom Peters, 演講會「Re-imagine」,台北國際會議中心, 2005.10.28.。 2. 大前研一, 演講會「Innovation; key to the future」, 台北國際會議中心, 2006.4.26.。 3. 台大醫院（62）醫師不開業獎金給發辦法。 4. 台大醫院(八八)校附醫人字第11943號獎勵金實施要點(修正草案)暨修正說明。 5. 台大醫院企畫室（2005），台大醫院之成長（九十四年量化資料）第十七輯。 6. 民國85年10月14日/民生報/29版/醫藥新聞。 7. 行政院（57）人政肆字第9108號令。 8. 行政院62年10月5日台62人政肆字第27568號函。 9. 行政院（89）「教育部所屬國立大學校院附設國立大學院校附設醫院獎勵金實施要點」。 10. 行政院八十五年十月廿八日台八十五人政給字第三六七四八號函。 11. 行政院台85人政給字36748號函。 12. 行政院台八十九人政給字第二一00一三號函。 13. 行政院台90院人政給字第211392號函。 14. 國立臺灣大學醫學院附設醫院73年8月1日醫師不開業獎金實施要點。 15. 陳瑞瑛，台大醫院實施績效獎金制度之成效評估，台大醫院院內一般研究計畫補助，民國87年。 16. 衛生署—全民健康保險統計，民國84-93年。 17. 衛生署—醫療機構及醫療服務量統計摘要，民國84-93年。 18. 藍忠孚，醫師費制度國際研討會－台灣醫師費制度現況，桃園縣：長庚紀念醫院，民國85年。 二、英文部份 （一）英文書籍 1. Amabile, T.M., 1996, Creativity in Context: Update to the Social Psychology of Creativity, Westview Press. 2. Behling, O., Schriesheim C., Organizational Behavior, Boston: Allyn & Bacon, 1976. 3. Carroll, S., Business Strategies and Compensation Systems, in New Perspectives in Compensation, edited by D. B. Balkin and L. R. Gomez-Mejia, Englewood Cliffs, NJ.: Prentie-Hall Inc., (1987), pp343-355. 4. Charms, R., Personal Causation: The Internal Affective Determinants of Behavior (New York: Academic Press, 1968). 5. Freeman, R., and J. Medoff, What Do Unions do?, New York: Basic Books, 1984. 6. Herzberg, F., Mausner B., and Snyderman B., The Motivation to Work, New York: John Wiley, 1959. 7. Lawler, E.E. III., Pay and Organizational Effectiveness: A Psychological Approach, New York: McGraw-Hill, 1971. 8. Lawler, E.E. III., Pay and Organizational Development, Reading, Mass.: Addison-Wesley, 1981. 9. Leavitt, H.J., Applied Organization Change in Industry, in Handbook of Organization, edited by March, G.., Chicago: Rand McNally, (1965), pp1144-1167. 10. Locke, E.A. et al., The Relative Effectiveness of Four Methods of Motivating Employee Performance in K.D. Duncan, M. M. Gruenberg, and D. Wallis (eds.),”Changes in Working Life, (London: John Wiley Ltd., 1980) pp363-83. 11. Locke, E.A. and Latham, G..P., A Theory of Goal Setting and Task Performance Englewood Cliffs, NJ: Prentice Hall, 1990). 12. Maslow, A., Motivation and Personality, New York: Harper & Row, 1954. 13. McClelland, D.C., The Achieving Society (New York: VanNostrand Reinhold, 1961); Atkinson, J.W. and Raynor, J.O., Motivation and Achievement (Washington, DC: Winston, 1974); McClelland, D.C., Power: The Inner Experience (New York: Irvington, 1975); and Stahl, M.J., Managerial and Technical Motivation: Assessing Needs for Achievement, Power, and Affiliation (New York: Praeger, 1986). 14. Osterman, P., Internal Labor Markets, Cambridge, Mass.: The MIT press, 1984. 15. Schuler, R.S., Personnel and Human Resource Management, West Publishing Company, 1987. 16. Staw, B.M., Motivation in Organizations: Toward Synthesis and Redirection in Staw, B.M., and Salancik G.R., New Directions in Organizational Behavior, (Chicago: St. Clair, 1977), pp76. 17. Stephen, P.R., 2003, Organizational Behavior, 10th, Prentice Hall. 18. Vroom, V.H., Work and Motivation (New York: John Wiley, 1964). (二)英文期刊 1. .Kanter, R.M., 1968, “Commitment and social organization: A study of commitment mechanisms in Utopain Communities”, American Sociological Review, Vol.33, NO.4, pp499-517. 2. Abowd, J.M., 1990, “Dose Performance-Base Managerial Compensation Affect Corporate Performance?”, Industrial and Labor Relations Review, Vol.43, Special Issue(February 1990), pp52s-73s. 3. Arnold, H.J., 1976“Effects of performance Feedback and Extrinsic Reward upon High Intrinsic Motivation” , Organizational Behavior and Human Performance, Vol.12, pp275-288. 4. Balkin, D.B., and Luis R. Gomez-Mejia, 1987,“Toward A Contingent Theory of Compensation Startegy “, Startegic Management Journal, Vol.8, pp169-182. 5. Brown, Duncan, 1993, “Centralized Control or Decentralized Diversity: A Guide for Matching Compensation with Company Strategy and Structure”, Compensation and Benefits Review, Vol. September-October, pp47-52. 6. Calder, B.J., and Staw, B. M., 1975,“Self-Perception of Intrinsic and Extrinsic Motivation” , Journal of personality and Social Psychology, Vol.4, pp599-605. 7. Caudron, S., 1993, “Motivation? Money’s Only No.2,”Industry Week, Vol. November, NO.15, pp33. 8. Demski, J., and Feltham G., 1978, “Economic Incentives in Budgetary Control Systems”, Accounting Review, Vol.53, pp336-359. 9. Dreze, J.H. and Gollier, C., 1993, “Risk Sharing on the Labor Market and Second-best Wage Rigidities”, European Economic Review, Vol.37, pp1457-1482. 10. Earley, P.C., Northcraft, G.B., Lee, C., and Lituchy, T.R., 1990,“Impact of Processand Outcome Feedback on the Relation of Goal Setting to Task Performance”, Academy of Management Journal, Vol. March, pp87-105. 11. Earley, P.C., Wojnaroski, P., and Prest, W., 1987,“Task Planning and Energy Expended: Exploration of How Goals Influence Performance”, Journal of Applied Psychology, pp107-114. 12. Eisenhardt, K.M., 1988, “Agency- and Institutional- Theory Explanations: The Case of Retail Sales Compensation”, Academy of Management Journal, Vol.31, NO.3, pp488-511. 13. Eisenhardt, K.M., 1989, “Agency Theory: An Assessment and Review”, Academy of Management Review, Vol.14, NO.1, pp57-74. 14. Esenhardt, K.M., 1989 “Agency Theory: An Assessment and Review”, Academy of Management Journal, Vol.14, NO.1, pp57-74. 15. Gupta, N. & Jenkins, Jr. G.D., 1991, “Job evaluation: An overview”, Human Resource Management Review, Vol.1, pp91-95. 16. Harder, J.W., 1992, “Play for Pay: Effects of Inequity in a Pay-for-Performance Contex”, Administrative Science Quarterly, Vol.37, pp321-355. 17. Kanter, R.M., 1987, “From Status to Contribution: Some Organizational Implications of the Changing Basis for Pay”, Personnel, Vol.64, NO.1, pp12-37. 18. Kerr, J.L., 1985, “Diversification Strategies and Managerial Rewards: An Empirical Study”, Academy of Management Journal, Vol.28, NO.1, pp155-179. 19. Landy, F.J. and Becker, W.S., 1987, “Motivation Theory Reconsidered”, in Cummings, L.L. and Stew, B.M. (eds), Research in Organizational Behavior, Vol. 9, pp33. 20. Landy, F.J., and Becker, W.S., 1987, “Motivation Theory Reconsidered” , in Cummings, L.L., and Stew, B.M., Research in Organizational Behavior , Vol. 9 (Greenwich, CT:JAI Press ), pp33. 21. Latham, G.P. and Yukl, G.A., 1975,“A Review of Research on the Application of Goal Setting in Organizations”, Academy of Management Journal, Vol. December, pp824-845. 22. Lawer, E.E. & Porter, D.W. (1967). The effect of performance on satisfaction, Industrial Relations, 7, 23. 23. Lawler, E.E. III., 1988, “Outlook on Compensation and Benefits: Pay for Performance Making it Work”, Personnel, Vol.65, NO.10, pp68-71. 24. Lawler, E.E. III., 1991, “Paying the Person: A Better Approach to Management”, Human Resource Management Review, Vol.1, NO.2, pp145-154. 25. Lewin, K., 1947, “Frontiers in Group Dynamics: Concept, Method, and Reality in Social Science; Social Equilibria and Social Change”, Human Relations, Vol.1, NO.1, pp5-41. 26. Locke, E.A., 1968, “Toward a Theory of Task Motivation and Incentives” , Organizational Behavior and Human Performance, Vol.5, pp157-189. 27. Locke, E.A., Shaw, K.N., Saari, L.M. and Latham, G.P., 1981,“Goal Setting and Task Performance”, Psychological Bulletin, Vol. January, pp125-152. 28. Mahoney, T.A., 1989, “Multiple Pay Contingencies: Strategic Design of Compensation”, Human Resource Management, Vol.28, NO.3, pp337-347. 29. McGregor, D., The Human Side of Enterprise (New York: McGraw-Hill, 1960). For an updated analysis of Theory X and Theory Y constructs, see Summers, R.J. and Cronshaw, S.F., 1988, “A Study of McGregor’s Theory X, Theory Y and the Influence of Theory X, Theory Y Assumptions on Causal Attributions for Instances of Worker Poor Performance” , in McShance, S.L. (ed.), Organizational Behavior, ASAC 1988 Conference Proceedings, Vol. 9, part 5. Halifax, Nova Scotia, pp115-123. 30. Mento, A.J., Steel, R.P., and Karren R.J., 1987,“A Meta –Analytic Study of the Effects of Goal Setting on Task Performance: 1966-1984”, Organizational Behavior and Human Decision Processes, Vol. February, pp52-83. 31. Milkovich, G.T., 1988, “A Strategic Perspective on Compensation Management”, Research in Personnel and Human Resources Management, Vol.6, pp263-288. 32. Mitra, A., Gupta N., and Jenkins F.D., 1995, “The Case of the Invisible Merit Raise: How People See Their Pay Raise”, Compensation &Benefits Reviews, Vol. May-June, pp71-76. 33. Moorman, R.H., 1991, “Relationship Between justice and Organizational citizenship Behaviors: Do Fairness Perceptions Influence Employee citizenship?” Journal of Applied Psychology, Vol.12, pp845-855. 34. Pearce, J.L., Stevenson W.B., and Perry, J.L., 1985, “Managerial Compensation Based on Organizational Performance: A Time Series Analysis of the Effects of Merit Pay”, Academy of Management Journal, Vol.28, NO.2, pp261-278. 35. See, for example, Dailey, R.C. and Kirk, D.J., 1992,“Distributive and Procedural Justice as Antecedents of Job Dissatisfaction and Intent to Turnover” , Human Relations, Vol. March, pp305-316; McFarlin, D.B., and Sweeney, P.D., 1992, “Distributive and procedural Justice as Predictors Satisfaction with Personal and Organizational Outcomes” , Academy of Management Journal, Vol. August, pp626-637; and Korgaard, M.A., Schweiger, D.M. and Sapienza, H.J., 1995,“Building Commitment, Attachment, and Trust in Strategic Decision-Making Teams: The Role of Procedural Justice” , Academy of Management Journal, Vol. February, pp66-84. 36. See, for example, Walster, E., Walster, G.W. and Scott, W.G., Equity: Theory and Research (Boston: Allyn & Bacon, 1978); and J. Greenberg, 1989, “Cognitive Reevaluation of Outcomes in Response to Underpayment Inequity”, Academy of Management Journal, Vol. March, pp174-184. 37. See, for instance, T.R. Mitchell, 1997, “Matching Motivational Strategies with Organizational Contexts” , in L.L. Cummingsand B.M. Staw (eds.), Research in Organizational Behavior, Vol.19(Greenwich, CT: JAI Press, ), pp60-62. 38. Slocum, J. W., 1971, “Motivation in Managerial levels: Relationship of Need Satisfaction to Job Performance.”, Journal of Applied Psychology, Vol.55, NO.4, pp312-316. 39. Steinerbrook, R., 1994, “Money and career choice” , New England Journal of Medicine, Vol.330, NO.18, pp1311-1312. 40. Stonich, P.J., 1984, “The Performance Measurement and Reward Systems: Critical to Strategic Management”, Organizational Dynamics, Vol.12, pp45-57. 41. Tubbs, M.E., 1986,“Goal Setting: A Meta-Analytic Examination of the Empirical Evidence”, Journal of Applied Psychology, Vol. August, pp474-483. 42. Weber, C.L., and Rynes, S.L., 1991, “Effects of Compensation Strategy on Job Decisions”, Academy of Management Review, Vol.34, NO.1, pp.86-109. 43. Wils, T., and Dyer L., “Relating Business Strategy to Human Resource Strategy: Some Preliminary Evidence”, Paper Presented at the 44th Annual Meeting of the Academy of Management, Boston, 1984. （三） 其他 1. Gibbs, M. J., “Promotions and Incentives: A Theoretical Analysis”, Working Paper, Harvard Business School, 1990. 2. Gibbons, Robert, and Kevin J. Murphy, “Optimal Incentive Contracts in the Presence of Career Concern: Theory and Evidence.” Working Paper, 1990. | |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/24001 | - |
| dc.description.abstract | 本研究以回溯性方法，分析個案醫院於民國85年7月實施主治醫師績效獎勵金制度前後，醫院各項服務、教學、研究指標變動之情形。績效獎勵金之發放，在個案醫院年度財務不虧損的前提下，由門診、住院及急診醫師診療費按月提撥，以15%為上限，主治醫師個人績效獎勵金係依執行治療處置之給付單價及數量，乘以不同提成數加權計算，平均每位主治醫師績效獎勵金佔個人薪資所得約為30％至40％。
獎勵金制度實施之後，主治醫師離職率與制度實施前相當。服務績效方面，平均主治醫師診治人次微幅成長，整體醫院營收額持續成長，成長速率較同儕稍高，醫療本業餘絀則明顯改善，達統計學上顯著差異，惟醫療品質指標並未下降。由於主治醫師員額成長，制度實施之後，平均每位主治醫師所負擔之臨床教學學生人數下降，然而主治醫師平均SCI論文發表篇數在制度實施之後顯著增加，顯示研究績效並未遭受服務績效排擠。 獎勵金制度之實施，使得主治醫師整體薪酬增加，降低外部不公平性，提升主治醫師人事穩定因素，而獎勵金之發放依績效基準變動，不僅提供員工激勵誘因，亦提供組織策略管理依據。惟變動薪酬佔率相對較低，對主治醫師內在激勵負面影響較少。績效評估以輸入因素為主，不考慮個人輸出成果，其利弊互見。面對健保給付制度之異動，及新世代績效發展觀念之演進，原有主治醫師獎勵金制度實有定期檢視與創新變革之必要。 | zh_TW |
| dc.description.abstract | This retrospective study aimed to analyze how the visiting staff performance bonus system implemented since July, 1996 affect the hospital under study from various perspectives including service, teaching and research. The principles of the performance bonus system are: 1. there is no deficit in the fiscal year. 2. total bonus is calculated from 15% of monthly revenue (drugs and materials excluded). The amount of bonus depends on doctor’s individual medical service procedures, such as out patient service, inpatient service, emergency service and operation…..etc. In average, the bonus amounts to 30%-40% of a visiting staff’s total salary.
The rate of resignation of the visiting staff did not differ much after the new system. However, the doctor’s productivity, the hospital revenue and financial benefit improved, at a slightly higher rate than peer hospitals. The quality of medical care kept going well. The average teaching load decreased. It could be ascribed to the fact that the number of visiting staff had increased. On the other hand, the number of publication in the Science Citation Index journals increased significantly after the implementation of the system. Research efforts were not adversely affected by the increased service. The doctor’s total salary in the studied hospital increased a lot after the bonus added, diminishing the perception of inequity of visiting staff compared with other hospitals and accordingly stabilizing their turnover rate. Performance-based bonus system provides not only motivation for the doctors, but also guidelines for the management to implement objectives from an institutional perspective. Relatively less extrinsic reward in the studied hospital is positive for the internal motivation of the employees. Inspecting and revising the bonus system periodically is necessary, particularly in the face of dramatic evolution of the national health insurance and in a new era of performance development for the employees. | en |
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| dc.description.tableofcontents | 目 錄
頁數 謝 詞 ............................................................. 一 中文摘要 ............................................................. 二 英文摘要 ............................................................. 三 目 錄 ............................................................. 四 表 次 ............................................................. 六 圖 次 ............................................................. 七 第一章 緒論 ......................................................... 1 第一節 研究背景與研究動機 ......................................... 1 第二節 研究目的 ................................................... 4 第二章 文獻探討 ..................................................... 6 第一節 激勵理論 ................................................... 6 第二節 薪酬制度 ................................................... 12 第三節 薪資設計的策略觀點 ......................................... 15 第四節 薪酬與員工激勵 ............................................. 19 第五節 金錢報酬之激勵作用 ......................................... 20 第三章 研究材料與方法 ............................................... 22 第一節 舊制主治醫師薪資結構 ....................................... 22 第二節 個案醫院主治醫師績效獎勵金制度沿革 ......................... 23 第三節 RBRVS簡介暨本院醫令提成合理性比對 .......................... 30 第四節 統計與分析 ................................................. 32 第四章 研究結果 ..................................................... 34 第一節 醫師績效獎金提撥金額及成本佔率 ............................. 34 第二節 主治醫師離職率之變化 ....................................... 35 第三節 服務績效指標之改變 ......................................... 36 第四節 營運績效指標之改變 ......................................... 43 第五節 營運成長率比較 ............................................. 49 第六節 醫療品質指標之改變 ......................................... 59 第七節 研究績效指標之改變 ......................................... 66 第八節 教學績效指標之改變 ......................................... 67 第五章 分析與討論 .................................................. 69 第一節 績效獎金制度的必要性 ....................................... 69 第二節 績效獎金制度的正面意義 ..................................... 70 第三節 績效獎金制度的負面影響 ..................................... 72 第四節 績效獎金制度設計時必須考慮的因素 ........................... 73 第五節 健保支付制度之影響 ......................................... 75 第六節 本研究之限制 ............................................... 77 第六章 結語與展望 ................................................... 78 第一節 結語 ....................................................... 78 第二節 展望 ....................................................... 79 參考文獻 ............................................................. 81 表 次 頁數 表 1 醫療機構醫師費之決定因子與模式 ................................ 3 表 2-1 激勵理論a的解釋強度 .......................................... 11 表 2-2 薪資設計兩構面情境模式 ....................................... 12 表 2-3 薪資—工作—組織 之整合性排列圖示 ............................ 18 表 3-1 主治醫師績效獎金計算範例 ..................................... 25 表 3-2 醫令提成一覽表 ............................................... 26 表 3-3 醫令提成一覽表 ............................................... 27 表 3-4 醫令提成一覽表 ............................................... 28 表 3-5 醫令提成一覽表 ............................................... 29 表 3-6 個案醫院醫令提成與RBRVS對照結果.............................. 32 表 4-1-1 績效獎勵金 ................................................. 34 表 4-1-2 績效佔主治醫師薪資比率（以93年為基礎）..................... 34 圖 次 頁數 圖 2-1 薪資設計要素兩大構面 ......................................... 15 圖 2-2 薪資策略的決定因素 ........................................... 17 圖 4-2-1 主治醫師歷年離職率 ......................................... 35 圖 4-3-1 歷年平均每位主治醫師服務門診人次 ........................... 36 圖 4-3-2 歷年平均每位主治醫師門診開方數 ............................. 37 圖 4-3-3 歷年平均每位主治醫師急診服務人次 ........................... 38 圖 4-3-4 歷年平均每位主治醫師住院服務人次 ........................... 39 圖 4-3-5 歷年平均每位主治醫師服務住院人日數 ......................... 40 圖 4-3-6 歷年平均每位主治醫師住院手術服務人次 ....................... 41 圖 4-3-7 平均每位主治醫師門診手術服務人次 ........................... 42 圖 4-4-1 歷年平均每位主治醫師服務之門診收入 ......................... 43 圖 4-4-2 歷年平均每位主治醫師服務住院之收入 ......................... 44 圖 4-4-3 歷年平均每位主治醫師創造門診與住院總收入 ................... 45 圖 4-4-4 歷年平均每位主治醫師服務所創造之醫療收入 ................... 46 圖 4-4-5 歷年教學研究收入及成本圖 ................................... 46 圖 4-4-6 歷年平均每位主治醫師服務之醫療支出 ......................... 47 圖 4-4-7 歷年平均每位主治醫師服務營運餘絀 ........................... 48 圖 4-5-1 門診收入成長率 ............................................. 49 圖 4-5-2 住院收入成長率 ............................................. 50 圖 4-5-3 門診住診總收入成長率 ....................................... 51 圖 4-5-4 醫療收入成長率 ............................................. 52 圖 4-5-5 醫療支出成長率 ............................................. 53 圖 4-5-6 醫療餘絀變化率 ............................................. 54 圖 4-5-7 個案醫院門診人次與同儕醫學中心健保門診申報人次比較 ......... 55 圖 4-5-8 個案醫院門診人次與同儕醫學中心健保住院申報人次比較 ......... 55 圖 4-5-9 個案醫院門診、住診總收入與同儕醫學中心健保總申報點數比較 ... 56 圖 4-5-10 個案醫院門診收入與同儕醫學中心門診健保申報點數比較 ......... 57 圖 4-5-11 個案醫院住院收入與同儕醫學中心健保住院申報點數比較 ......... 58 圖 4-6-1 歷年佔床率 ................................................. 59 圖 4-6-2 歷年平均住院日 ............................................. 60 圖 4-6-3 歷年出院14天再入院率 ...................................... 61 圖 4-6-4 歷年院內感染率 ............................................. 62 圖 4-6-5 歷年粗死亡率 ............................................... 63 圖 4-6-6 歷年淨死亡率 ............................................... 64 圖 4-6-7 解剖率 ..................................................... 65 圖 4-7-1 歷年平均每位主治醫師論文被SCI收錄篇數 ..................... 66 圖 4-8-1 歷年平均每位主治醫師訓練醫師數 ............................. 67 圖 4-8-2 歷年平均每位主治醫師訓練本校醫學系學生數 ................... 68 | |
| dc.language.iso | zh-TW | |
| dc.subject | 激勵理論 | zh_TW |
| dc.subject | 主治醫師 | zh_TW |
| dc.subject | 績效獎金 | zh_TW |
| dc.subject | 醫學中心 | zh_TW |
| dc.subject | 薪資制度 | zh_TW |
| dc.subject | motivation theory | en |
| dc.subject | visiting staff | en |
| dc.subject | performance bonus | en |
| dc.subject | medical center | en |
| dc.subject | salary system | en |
| dc.title | 台北市某醫學中心主治醫師績效獎勵金制度之研究 | zh_TW |
| dc.title | Performance Bonus System of Visiting Staff in a Medical Center in Taipei | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 94-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 林芳郁,林世銘,陳國泰 | |
| dc.subject.keyword | 主治醫師,績效獎金,醫學中心,薪資制度,激勵理論, | zh_TW |
| dc.subject.keyword | visiting staff,performance bonus,medical center,salary system,motivation theory, | en |
| dc.relation.page | 86 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2006-07-12 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 高階公共管理組 | zh_TW |
| 顯示於系所單位： | 高階公共管理組 | |
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|---|---|---|---|
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