Leitch K K, Walker P M
The University Health Network, Toronto General Hospital, and the Faculty of Medicine, University of Toronto, Ontario, Canada.
Arch Surg. 2000 Jun;135(6):708-12. doi: 10.1001/archsurg.135.6.708.
Financial incentives are the only form of compensation that will motivate surgeons at an academic health sciences center to perform the tasks outlined in the hospital's mission statement.
A questionnaire divided into 5 sections: demographics, compensation, time allocation, benefits and incentives, and motivational factors.
The Department of Surgery, The Toronto Hospital, Toronto, Ontario.
All academic surgeons (N=64) practicing at The Toronto Hospital in July 1997.
Of the 64 eligible mailed surveys, there were responses for 59. Of these 59 surgeons, 48 (81%) receive compensation through a fee-for-service method. However, only 32 (54%) of the surgeons prefer the fee-for-service method, while 18 (31%) prefer salary and 9 (15%) prefer an alternative system. On average, these academic surgeons spend 44% of their time teaching or performing research, for which they receive 14% of their total income. Of the motivational factors assessed, financial bonuses are a positive motivational factor for all "surgeon tasks." In addition, task-specific motivational factors were established for research, teaching, and operating, including research facilities, mentorship and prestige, and interesting case types, respectively.
Surgeons are not appropriately renumerated for time spent on academic activities, and many would prefer an alternative form of compensation to the fee-for-service method. Knowledge that surgeons are receptive to tasks supporting the hospital's mission statement leads us to conclude that appropriate motivation can shape the activity of academic surgeons. Financial rewards ranked the highest as a motivational factor for all surgeon tasks; however, task-specific motivational factors were identified. Overall, multiple factors, specifically targeted to the individual, will serve to motivate. Thus, compensation packages based on individual preferences and personal motivational factors will be the most successful.
经济激励是唯一能促使学术健康科学中心的外科医生执行医院使命声明中所概述任务的薪酬形式。
一份问卷分为5个部分：人口统计学、薪酬、时间分配、福利与激励以及动机因素。
安大略省多伦多市多伦多医院外科。
1997年7月在多伦多医院执业的所有学术外科医生（N = 64）。
在64份符合条件的邮寄调查问卷中，有59份得到回复。在这59位外科医生中，48位（81%）通过按服务收费的方式获得薪酬。然而，只有32位（54%）外科医生更喜欢按服务收费的方式，而18位（31%）更喜欢薪资制，9位（15%）更喜欢另一种体系。平均而言，这些学术外科医生将44%的时间用于教学或开展研究，而他们从这些活动中获得的收入占其总收入的14%。在评估的动机因素中，经济奖金对所有“外科医生任务”都是一个积极的激励因素。此外，还分别针对研究、教学和手术确定了特定任务的激励因素，包括研究设施、指导与声望以及有趣的病例类型。
外科医生在学术活动上花费的时间没有得到适当报酬，许多人更喜欢服务收费方式以外的其他薪酬形式。知道外科医生愿意接受支持医院使命声明的任务，这使我们得出结论，适当的激励可以塑造学术外科医生的活动。经济奖励作为所有外科医生任务的激励因素排名最高；然而，也确定了特定任务的激励因素。总体而言，针对个人的多种因素将起到激励作用。因此，基于个人偏好和个人动机因素的薪酬方案将最为成功。
